Performance Management and Appraisal - General

By Robert Bacal - Bi-directional performance management recognizes that for performance to improve, both manager and employee must receive feedback on how well they are fulfilling their obligations to the organization and to each other ^{Most Read} (Added: 14-Nov-2000 Hits: 6104 )

By Robert Bacal - By Robert Bacal, explains how human resource departments do dumb things to ensure performance appraisal fails. ^{Most Read} (Added: 14-Dec-2000 Hits: 5868 )

By David Zatz, Ph.D., Toolpack Consulting - Review of alternative methods of reviewing performance, such as peer feedback, 360 degree, etc. How to use alternative systems to best advantage. (Added: 26-Mar-2002 Hits: 2594 )

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: 1363 )

By Robert Bacal - Find out how ranking employees is a costly process that actually damages productivity, and why it should never be used in performance appraisal (Added: 10-Mar-2001 Hits: 1833 )

By Mary Riley - Ever wonder why nothing changes after a performance review? The individual continues to produce below standard. Work output is low and the quality of the work is poor. Sometimes the problem is not a matter of attitude or training. Rather, it is just a matter of poor communication. Neither employee nor supervisor knows what the other truly wants, for neither has shared that information with the other. (Added: 1-Oct-2002 Hits: 1210 )

By Robert Bacal - Report for the 1999 Linkage's Inc Conference On Performance Management, held in Texas (Added: 14-Nov-2000 Hits: 1286 )