Appraisal trends
Article Abstract:
The Personnel and Industrial Relations Association of Southern California conducted a survey regarding the use of formal employee appraisal systems by employers, and the types of appraisal systems used. Of the 324 organizations that responded to the survey, 94% use formal appraisal systems. Appraisals are most commonly used for making compensation decisions and giving employees feedback. There has also been a significant increase in the number of organizations that use appraisals to document personnel decisions as a defense against lawsuits. The rating scale technique of job appraisal is the most commonly used appraisal method. Appraisals are made by the employees' direct supervisor in 92% of organizations studied. A survey shows a number of trends that are making performance appraisals more effective: more organizations are providing training for appraisers, and more organizations are performing appraisals annually.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
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Fundamental strategies for wage and salary administration
Article Abstract:
The object of an employee compensation program should be to establish salaries that are fair, consistent and cost-effective. Two standards used to attain this goal are internal equity and external competitiveness. Wages should fairly reflect the type, amount and quality of work performed by the employee when compared to the wages and duties of other jobs within the organization and to similar jobs at other companies. In order to assess equity and competitiveness, information should be collected on job descriptions, job evaluations (the value of the job to the company relative to the value of other jobs to the company), and performance appraisals. Company procedures with regard to how pay decisions are made, how jobs are evaluated, and who administers the payroll should be clearly explained to the employees.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1986
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Are merit raises really based on merit?
Article Abstract:
Merit pay raises are considered. Data from sixteen organizations are examined to determine whether all employees receive similar merit raises and whether the size of merit raises is linked to top performance appraisals. The data show that 60 percent of employees received raises within 2 percent of the average. Since this reflects the normal curve of distribution for human performance, it is concluded that salary increases reflect a direct, positive relationship with performance evaluations.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1986
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