Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Performance Appraisals
Human Resource Performance Appraisals
From an employee's perspective, even a negative performance appraisal has its valuable side. It can let the employee know that his or her performance is lacking in key areas, and the employee can seek to redress these areas of deficiency, so his or her job will not be in jeopardy in the future. Even the employee feels that the review is unfair; there are usually ways to appeal the negative appraisal. Also, if the employee's perceptions as to what constitutes excellence and the organization's standards are at odds (for example, if the employee has great creative talent in an organization that values standardization) then it might be better for the employee to find work elsewhere. A positive performance review, of course, is a great boost to the ego, and also lets the employee know what aspects of his or her work are most valued by the organization.
Performance reviews, even from the organization's point-of-view, allow the organization to engage in some soul-searching as to what areas of employee performance are valued. They may even help the organization identify star performers that may not shine and glitter, but have made a measurable contribution to the organization by helping it meet its benchmarks. It can be an education and a valuable form of self-scrutiny for the organization as well as for the employee. Sadly, in today's litigious climate, performance reviews may also be a necessity simply from the point-of-view of demonstrating to a court of law, if the employer lets go a particular individual, that the employee was performing below 'par' on a consistent basis, review after review. It also helps the organization, if the appraisals are oral, gain feedback from both good and bad employees about what makes them perform at an optimal or sub-optimal level.
Coaching as an Alternative to Reviews in Performance Appraisal Human resources is an area fraught with the most complex issues facing corporations today. From the Americans with Disabilities Act to the Equal Employment Commission to sexual harassment training, human resources departments have gone from storing file folders with employees' remaining vacation days to the most critical wing of an organization. Perhaps the oldest human resources duty that stays within the department today
Human Resources & Change: The Internal Revenue Service Human Resources Tax season is upon Americans. Every working American knows that when dealing with tax issues, which at some point, every working American does, interactions with the Internal Revenue Service are inevitable and often profoundly displeasing. Citizens make feel powerless against the institution of the IRS because it is a part of the federal government. Citizens may feel they have to put up
Human Resources Management: Health Services Management Performance management is a critical aspect of any health care system. And this is true in the area of management of the organizations' human resources performance management as well. The objective of this work is to critically examine the importance of human resources performance management health care system. This work will endeavor to apply critical analysis and make comments and suggestions on improvement of the
Human Resource Management Problems with the Form First of all, the Employee Evaluation Form offers no explanation for what "Low," "Average," and "High" really mean in terms of performance. There should be a thorough explanation as to what those categories reflect. Moreover, the area for comments is very limited, just enough for a few scribbled notes. That's wholly inadequate for a good review of an employee's progress and work ethic. Secondly, there should
Human Resource Management Practice Certain combinations of human resource management practices lead to superior outcomes for organizations. The HR combination department is at the heart of organizational performance, productivity, turnover, profits, and market value outcomes. Employees are considered a source of non-duplicable and sustainable competitive advantage. By using the combinations in capabilities, resources, relationships and decisions presented by employees, organizations strategically position themselves thus avoiding threats and maximizing opportunities. Organizations and
Human Resource Learning Development Human Resources Learning Development Learning and development is among leading businesses. Despite the current organizational budget squeezes, companies are making significant investments in training employees. Researches done on American companies reveal that these billion investments have actually improved the workforce where by skills are being transferred to everyday job (Wilson, 2005). Human Resources and Learning and Development activities support the Organization's strategy Learning development or training development is one of