One human resource objective for using performance appraisal systems is to determine who should be promoted, demoted, transferred, or terminated. However, these are not the only human ...

The problems outlined above can be improved in a variety of ways. The one thing that is important to keep in mind is that both the appraiser and the appraise will be nervous. Giving ...

Three approaches are to be adapted to performance appraisal. These approaches are discussed below: (adsbygoogle = window.adsbygoogle || []).push({}); 1. Trait Approach: As ...

Ivancevich (2001:268) and Werther and Davis (1996:368) have suggested a set of guidelines for making performance appraisal interview effective. However, we can follow the guidelines ...

The performance appraisal process and techniques are expected to be employed objectively in which the evaluator is free from personal biases, prejudices, and idiosyncrasies. Objectivity ...

Establishment of performance evaluation policies will deal first with selecting person/persons to evaluate employee performance. Variety of people may appraise individual performance. ...

Performance appraisal is a face-to-face conversation between the rater and the ratee to discuss issues of performance appraisal and to understand each other’s position in order to ...

There are several reasons why appraisal are carried out in organizations these may be summarized as follows: 1. To identify an individual’s current level of job performance. 2. ...

1. “The person who was a good performer in distant past is assured to be okay at present also”. This is an example of ________________ bias in Performance Appraisal (adsbygoogle ...

Step 1: Establish performance standards Performance standards are set to ensure achievement of departmental goals and objectives and the organization’s overall strategy and objectives. ...