Performance appraisal: a case in points
Article Abstract:
The development of a new personnel performance rating system by an unidentified corporation is discussed; the company set up a task force to analyze the existing employee performance review system and recommend improvements. The new system developed by the task force had six objectives: (1) the development of a single performance evaluation system to be used by the entire company, (2) basing the evaluations on objectively measurable criteria, (3) encouraging active participation of employees in their own evaluations, (4) ensuring regularly scheduled review sessions with employees and required follow-up interviews on a periodic basis,(5) rewarding employees based upon performance levels reached, and (6) emphasis on employee development. The system's development, its implementation and its success are discussed. Performance evaluation forms used by the system are included.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1986
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Refocus performance objectives toward greater customer service
Article Abstract:
American industry is showing increased emphasis on sensitivity to customer needs in an effort to make itself healthier, vigorous, and more competitive. A four-step process is presented to help more personnel appraisal systems toward a customer orientation. Internal and external customers are identified. Customer requirements are defined. Individual performance objectives are established. Performance objectives and customer objectives are then reconciled.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
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A performance improvement project helps meet sales goals training
Article Abstract:
A performance improvement project can produce a measurable change in sales productivity. Target areas for these projects include production, quality, waste, downtime, and safety. After the problem is identified, its cost and the value of the solution should be determined. A detailed analysis of the problem area must include the causes of the poor performance. Carefully planned solutions can then be developed on a project timetable.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
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- Abstracts: The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations
- Abstracts: "Promise and peril in implementing pay-for-performance" by Michael Beer and Mark D. Canon. Response to comments: "promise and peril in implementing pay-for-performance
- Abstracts: Preparation is vital: Workplace learning and performance professionals must use statistics to plan for the future
- Abstracts: The role of human resource practices in petro-chemical refinery performance. New models of strategic HRM in a global context
- Abstracts: Self-monitoring and performance appraisal satisfaction: an exploratory field study. Peer appraisals: differentiation of individual performance on group tasks