| Tekijä: | Sahl, R. J. |
| Otsikko: | Design effective performance appraisals |
| Lehti: | Personnel Journal
1990 : OCT, VOL. 69:10, p. 53-60 |
| Asiasana: | PERFORMANCE APPRAISAL COMMUNICATION PERSONNEL MANAGEMENT MANAGEMENT ORGANIZATIONAL GOALS |
| Kieli: | eng |
| Tiivistelmä: | When performance appraisal systems fail, the main problem is attributed to a lack of communication. Usual communication techniques /memos, meetings, instruction manuals etc./ are ineffective if certain key points have been neglected in the evaluation's design. Issues include: developing clear and measurable objectives for each position, making performance appraisal a year-round way of life, linking the process to positive development planning and educating appraisers on performance appraisal purposes and practices. It must be acknowledged that the main goal of appraisal system is to improve performance, and a well-designed, well-communicated system motivates employee performance and helps to achieve organizational objectives. |
SCIMA