Full length articles to help managers, employees and human resource professionals design and carry out performance management and appraisals that work.
Here's you'll find articles and book excerpts from some of the experts on performance management and appraisal.
|
|
Scrap Performance Appraisals? A Parable |
|
|
|
Written by Robert Bacal
|
|
Sunday, 24 October 2004 |
|
Before you give credence to scrapping performance appraisals read this parable. |
|
Last Updated ( Sunday, 24 October 2004 )
|
|
Read more...
|
|
|
Cost/Benefits of Performance Appraisal - Stop Confusing the Truth |
|
|
|
Written by Robert Bacal
|
|
Sunday, 24 October 2004 |
|
In a recent discussion on a human resources list, and on his web site, consultant Fred Nickols attempts to demonstrate that if companies scrap their performance appraisal systems they will receive a substantial financial/value benefit. Learn how this is a perfect example of "consultant speak". |
|
Last Updated ( Monday, 25 October 2004 )
|
|
Read more...
|
|
|
Why You Can't Add, Subtract, Multiply, or Use Means with Performance Rating Scales |
|
|
|
Written by Robert Bacal
|
|
Wednesday, 12 May 2004 |
|
One of the most common errors made regarding performance appraisal rating systems occurs when the individual ratings are added to together, or an average (the mean) taken to describe overall performance. In fact, for statistical and mathmatical reasons, you cannot perform these functions on this information and get meaningful and useful results.
Why?
Here's the completely non-statistical explanation, stripped of jargon. |
|
Read more...
|
|
|
Performance Reviews - What's In It For Me..Err...The Employee |
|
|
|
Written by Robert Bacal
|
|
Wednesday, 05 May 2004 |
|
One reason employees don't look forward to performance reviews and appraisals is that they aren't clear how they can benefit from the process. Unpleasant past experiences, and misunderstandings about the purposes of performance appraisal tend to create the perception that the performance appraisal is just another pointless hoop that needs to be jumped through.
In this article, written specially for employees, we explain how performance appraisals can benefit the employee by helping him or her understand the job, and what is expected. |
|
Read more...
|
|
|
Five Sins Of Discipline |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
Perhaps the most pleasant task for supervisors and managers is the task of disciplining an employee. While some staff seem to think that managers take some perverse pleasure in the process, the truth is that it is usually dreaded, and often done in an ineffective way. Part of the reason why this is so is that there are some psychological factors in play that militate against constructive discipline processes. |
|
Read more...
|
|
|
Twelve Tips For Recognizing The Contributions of Your Employees And Colleagues |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
Over the next few pages, you will find some tips and principles related to developing and using recognition systems within a Total Quality Management framework. |
|
Read more...
|
|
|
Discipline & Performance Problems Quick Tips |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
Never procrastinate with a performance problem. If you don't address the issue when it arises, staff will question whether you are doing anything at all. |
|
Read more...
|
|
|
Using Bi-directional Performance Management |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
While it is one thing to suggest that organizations scrap their existing programs (and that's probably not a bad idea), it is another to suggest ways that are better. We are going to look at a half-way approach to improving traditional performance management, something that you can introduce into your workplace immediately. Before we explain bi-directional performance management, let's look at why it is a good idea. |
|
Read more...
|
|
|
Diagnosing Performance Problems |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
One of the toughest tasks for any manager or supervisor is to determine the cause of a performance problem. Since decisions to remediate the problem will depend on the diagnosis, accurate assessment is crucial. In this article we will outline a model of factors influencing employee performance, so that you are less likely to ignore a possible source of performance deficit. |
|
Read more...
|
|
|
A Performance Management Bias And Error Glossary |
|
|
|
Written by Robert Bacal
|
|
Friday, 05 March 2004 |
|
Performance appraisals are always sticky for everyone. While managers make an effort to be as objective as possible, there are always concerns about specific performance appraisals, and their accuracy. If you are going to evaluate your staff, then it is wise to be aware of factors that may affect your assessments. In this short article we outline a few factors you should be aware of, so that you can examine your own assessment processes to ensure that they are as free from bias as possible. |
|
Read more...
|
|
|
What IS The Point Of Performance Appraisal |
|
|
|
Written by Robert Bacal
|
|
Thursday, 04 March 2004 |
|
Probably the most misused and abused and disused management tool in history is the performance appraisal. It's the strangest thing. Ask any manager or human resources person whether they think performance appraisal is an important thing to do, they are almost unanymous. "Of course it is", is the common response. If you ask why it's important, they will tell you and tell you and tell you. |
|
Read more...
|
|
|
|
<< Start < Prev 1 2 Next > End >>
|
| Results 1 - 15 of 18 |
Performance Management & Appraisal 
