Critiques and Criticisms of Performance Management

By na - A good article, but it's fascinating to see that the author suggests scrapping appraisals, and then describes a modernized performance management system which would still end up having to have some formal means of documenting and feedback -- in effect, scrap it, then sneak it in, and don't call it what it is. ^{Newest Additions} (Added: 22-Dec-2011 Hits: 25 )

By Jim Heskett - Some great points in this article which is focused one what needs to be done to make performance reviews valuable. Pay particular attention to the quote from Bob Handwerk, "The 'pain'… of conducting performance reviews is associated with … a lack of clear mutual (management and employee) understanding of their purpose." ^{Newest Additions} (Added: 22-Dec-2011 Hits: 23 )

By Tom Coens and Mary Jenkins - Abolish performance appraisals? Certainly, if they don't work! (Added: 3-Mar-2010 Hits: 817 )

By American Metal M - 90 percent of human resources executives would modify, totally revise or even eliminate their current performance appraisal processes (Added: 3-Dec-2002 Hits: 1717 )

By SAMUEL A. CULBERT - You can call me dense, you can call me iconoclastic, but I see nothing constructive about an annual pay and performance review. It's a mainstream practice that has baffled me for years. To my way of thinking, a one-side-accountable, boss-administered review is little more than a dysfunctional pretense. It's a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the mere knowledge that such an event will take place damages daily communications and teamwork. (Added: 28-Mar-2010 Hits: 617 )

By Leon Gettler - MANY performance appraisal systems are helping to produce dysfunctional organisations, according to a workplace ethics expert. When reading this be alert to mischaracterizations of appraisals and performance management. (Added: 11-Jul-2007 Hits: 1477 )

By na - This is a brief account of a presentation on performance appraisals that suggests the process should be replaced by more ongoing interaction between manager and employee. It's interesting because it falls into the trap of one or the other. My recommendation is you make appraisals mesh with the other aspects of performance management. (Added: 3-Mar-2010 Hits: 587 )