Critiques and Criticisms of Performance Management

By Norweigan School of Management - Performance appraisals can actually be counter-productive for employees who are in the greatest need of training and further development. This fact is highlighted by Professor Bard Kuvaas from the BI Norwegian School of Management, based on a new research study. (Added: 16-May-2006 Hits: 2729 )

By Susan M. Heathfield - In this article, the contention is that performance appraisals don't work -- it echos a common sentiment, but it fails to acknowledge that appraisals, in the hands of skilled managers, can be powerful tools for aligning employees to common goals, and helping everyone succeed. (Added: 15-Sep-2011 Hits: 97 )

By NA - The notion behind performance appraisal - that workers should be held accountable for their performance - is plausible. However, the evidence suggests that the premise is wrong. Individual behaviour in organisations and thus their achievements are governed more by the system they work in than anything they are able to do. (Added: 24-Apr-2003 Hits: 1782 )

By Seattle Times - Only three of 10 workers agree that their company's review process actually helps employees improve performance, according to a new study released by Watson Wyatt. (Added: 20-Dec-2004 Hits: 906 )

By Clinton O. Longenecker - Whether you have a great appraisal form, a second-rate checklist, or no form at all, the process matters more than the paper. Good managers are consistent in making performance management a key component of their personal job responsibilities. Here is their advice on making performance appraisals work for them and for the organization - advice that will assist those managers who ask you how they can get the best from their people. (Added: 11-Feb-2005 Hits: 1079 )

By na - A blog entry that presents a proposal that we scrap performance systems and we pursue increases in employee engagement and mixes of total rewards that are more attuned to employee needs, but we can throw out the old practice of measuring performance scores that is largely meaningless. A great example of a poorly thought out strategy, and a gross misunderstanding of what performance management can and should offer. Standard throwing the baby out with the bathwater. (Added: 22-May-2006 Hits: 1055 )