Performance Appraisals

No performance appraisal system is effective without a plan for gaining feedback concerning its effectiveness.

How the strategic performance appraisal system or Balanced Scorecard came to be and how it can help you.

When you start giving out performance appraisals and evaluations it is a good idea to have some type of objective measurements in place to make sure you are consistent from employee to employee

You aren't biased, so why do the same patterns keep popping up in your performance appraisals?

Three tips to help write effective performance appraisals.

Have you done a superb job in your chosen occupation and are confident that you can handle the next performance appraisal? Make sure you don't give your employer reason to doubt your ability when that time comes.

A review of modern day performance appraisals.

An opinion from a senior human resources professional of the appropriate steps in optimizing performance.

Article outlines practical, real-world tips on documenting and writing objective Employee Performance Appraisals. Emphasis is on documenting performance with advice on avoiding common appraisal pitfalls.

Identifying the core measuring methods needed in order to have an effective performance appraisal for today's management personnel. The importance of outlying key concepts to incorporate into a performance appraisal, to achieve an accurate employee performance analysis.

It is always a good idea to do employee appraisals with a bit of consistency as this will create a positive and motivating environment

Performance appriasals that are consistent create a win win situation and do more to motivate your staff than you can imagine

An effective performance management system provides guidance so people understand what is expected of them. The following tips will help you create a system that is effective and positive.

Writing a self-appraisal during a performance review can be nerve-racking for employees. Learn to highlight work skills in a sincere and professional style.

Writing a performance appraisal is something that needs to include specific details, which will be covered below.

Six steps involved in the MBO program.

Ever wanted to know the benefits of a performance review, how to get the most out of them, and what their real purpose is? Check out these ideas to learn more and ace your next performance review.

Methods used by most companies to evaluate performance of employees. What are your rights in a job evaluation?

Commercial databases such as Oracle and IBM DB2 support the key functions of data storage and retrieval. The performance of such databases is associated with several risks that can be countered with a variety of controls.

Business managers are looped around the forces of business success and failure and often find themselves in wooing relationship with the workers when it comes to manipulating their behavioral performance.

Research into what has turned modern day audiences away from live performances.

By courageously applying the newest scientific methodologies, extraordinary performance can be yours '" guaranteed!

KJ Henderson offers advise to business owners looking to improve the operational performance of their firm.

Well written employee reviews can help or hinder an employee's professional growth. These should be written with careful consideration.

Strengths and weaknesses of focusing on "good" performers in an organization. Encourage good workers to perform better, and keep them from falling into the poor performance category.

"No real connection between performance, learning and enjoyment" Allison Wolf's article "The-Tyranny-Of-Performance" at slaw.ca raised an interesting highlight into current scenario at major law firm/corporation.

America harbors sue-happy people. Although it is unfortunate, managers must be aware of the implications of adverse impact and be able to defend against it!

Whether looking for some of the best engineers in Alaska or even trying to cut turnover in around 40 to 50 different countries globally, most organizations certainly are getting more serious when applying all the metrics, work performance and measurement.

Setting up a bonus plan that furthers the organizations objectives is important.

There are four kinds of power the savvy manager never delegates: performance appraisals, major praise or recognition awards, raise decisions, and initial orientation and training.

Certain reports are meant for internal use, that is, for decision making, performance evaluation of employees, etc... While some reports like the corporate annual report are meant for external users.

Over two thousand five hundred years ago the famous Greek philosopher Aristotle said," Law can control only actions and not motives." He also said. "What the world requires is cleansing of hearts and not of garments". These statements are relevant today.