Research

By DONNA L.M. MITCHELL AND ESTHER GREEN - ABSTRACT: To accomplish effective performance reviews and appraisals that respect employee dignity, managers must cultivate a wide range of competencies. Systems are required to observe and collect data, cue and measure observations, and then interpret behavior. Managers regard handling disciplinary problems and criticizing subordinates' performances as the most stressful aspects of their work. Evaluating an employee's performance at an annual meeting is one of the tasks managers most dread. (Added: 24-Apr-2003 Hits: 1014 )

By A Jenkins - This paper reviews existing literatures on the analysis of performance appraisal (PA) paying special attention to those which try to take into account the social context of appraisal systems and processes. The special place of political action within these processes is underlined and the different levels at which politics need to be considered in research are outlined. Research on politics is considered and shown to lack an adequate consideration of the social relations involved in the reciprocal interactions between PA tools and processes and users interpretation and manipulation of them. (Added: 9-Feb-2010 Hits: 427 )

By Jenkins , Alan - This paper reviews existing literatures on the analysis of performance appraisal (PA) paying special attention to those which try to take into account the %u201Csocial context%u201D of appraisal systems and processes. The special place of political action within these processes is underlined and the different levels at which politics need to be considered in research are outlined. Research on politics is considered and shown to lack an adequate consideration of the social relations involved in the reciprocal interactions between PA tools and processes and users interpretation and manipulation of them. (Added: 14-Dec-2006 Hits: 887 )

By na - Not empirical but the wording is more academic, this article explains various kinds of performance appraisal approachs, including objective based, direct indexes, comparative standards and absolute standards. (Added: 5-Aug-2004 Hits: 1457 )

By Steve Bates - Performance management systems have been given their own appraisal by employees, and some of the results are not pretty. After surveying 2,600 U.S. workers, New York-based Mercer Human Resource Consulting found that only one-third of responding workers even had a formal performance appraisal in the previous 12 months and that only 29 percent of employees believe their performance is rewarded when they do a good job. (Added: 11-Feb-2005 Hits: 593 )

By Peter Smith - In its latest attempt to improve performance, the British National Health Service (NHS) has turned to the business models of performance management. A range of managerial instruments has been deployed, signaling national priorities to local managers and seeking to offer the information, incentives, and capacity they need to respond appropriately. The arrangements are intellectually coherent and offer the prospect of major improvements in the quality of British health care. However, implementation is at an early stage, and some key issues have to be addressed. The various performance management instruments have not yet been properly aligned, and greater conceptual clarity in implementation is required. Performance management will not be fully effective unless adequate capacity—in information, leadership, and managerial resources—is made available. (Added: 8-Aug-2005 Hits: 825 )

By Mercer HR - Britain’s productivity gap with other European countries may be due to the failure of companies to effectively manage employee performance, according to the conclusions of a survey by Mercer Human Resource Consulting. (Added: 22-Oct-2004 Hits: 524 )