Hi,
I'm doing research on "performance appraisal effectiveness" and I am looking for case studies that will clearly illustrate this concept. I am seeking a real case of an organization that specifically uses standards or methods for performance appraisal and identifies deficiencies based on the results of this appraisal, leading them to make changes in these standards or methods.
I would greatly appreciate any help with references.
Regards
From Palestinian Territory, Gaza
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I'm doing research on "performance appraisal effectiveness" and I am looking for case studies that will clearly illustrate this concept. I am seeking a real case of an organization that specifically uses standards or methods for performance appraisal and identifies deficiencies based on the results of this appraisal, leading them to make changes in these standards or methods.
I would greatly appreciate any help with references.
Regards
From Palestinian Territory, Gaza
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hi, i am sinu yadv i want to learn about all labour act , factory act and all statutory compliances of HR function please send me the a good PPT for thish
From India, New Delhi
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From India, New Delhi
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Hi I suggest first you define effectiveness of PA, then it will be easy to design questionnaire I had defined effectivenes of PA from the satisfaction level of stakeholders Thanks JP
From India, Delhi
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From India, Delhi
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My advice to bloggers seeking general information is to search the web and then post specific and precise questions. For example, a search on this general topic led me to OECD survey questionnaire - a 23-page document - at http://www.oecd.org/dataoecd/7/32/43081350.pdf. Also see <link outdated-removed> found at Google. Have a nice day.
Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
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1639Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
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Dear All I want to know that why PAS is important for an Organization. With Regards Raj Asiwal
From India, Meerut
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From India, Meerut
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Dear All I want to know that why PAS is important for an Oragnization. Plz. give me answer ASAP With Regards Anil Asiwal
From India, Meerut
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From India, Meerut
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Dear Anil,
PMS (Performance Management System) is linked to many areas and helps in various aspects. The direct use of it is to analyze the employee and appraise them according to their performance. Indirectly, it is also linked to employee engagement, training needs analysis, employee career development, and business improvement.
Let's look at the past 150 years. There has been a vast change in the industry; it has shifted from being business-oriented to customer-oriented. Performance appraisal has been present on Earth from the very beginning. In ancient times, when warriors performed well, they were awarded and recognized based on their performance. However, there was no structured system at that time. Over time, this process became more uniform and structured.
Moving on to the first scientific theory, Frederick Taylor stated that you should pay more to those who work more (pay based on work). Subsequently, Management by Objective (by Peter Drucker) was introduced, where the appraisal was based on pre-decided objectives achieved. Then came the 360-degree method, which not only focused on objectives achieved but also on how they were achieved. In the earlier case of MBO, employees were primarily appraised on achieving targets, regardless of how they did so. However, with intense competition and abundant choices for customers today, companies need to be cautious. If a company cheats a client, it not only loses that client but potentially many others due to word-of-mouth and the speed of the internet. Hence, companies now evaluate employees not just on target achievement but also on their behavior and how they achieve targets, leading to the adoption of the 360-degree approach.
As industries evolved from traditional setups to more structured and organized forms, the focus shifted. Employers realized the importance of not only their profit but also the development of their employees and meeting customer requirements to gain loyalty and increased profits. Upon closer observation, you will notice that everything is interconnected, including branding, company image, and employee engagement.
I can continue writing further to explain how all this relates to training needs analysis, employee engagement, and career development. If you want more details, please let me know.
From India, Calcutta
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PMS (Performance Management System) is linked to many areas and helps in various aspects. The direct use of it is to analyze the employee and appraise them according to their performance. Indirectly, it is also linked to employee engagement, training needs analysis, employee career development, and business improvement.
Let's look at the past 150 years. There has been a vast change in the industry; it has shifted from being business-oriented to customer-oriented. Performance appraisal has been present on Earth from the very beginning. In ancient times, when warriors performed well, they were awarded and recognized based on their performance. However, there was no structured system at that time. Over time, this process became more uniform and structured.
Moving on to the first scientific theory, Frederick Taylor stated that you should pay more to those who work more (pay based on work). Subsequently, Management by Objective (by Peter Drucker) was introduced, where the appraisal was based on pre-decided objectives achieved. Then came the 360-degree method, which not only focused on objectives achieved but also on how they were achieved. In the earlier case of MBO, employees were primarily appraised on achieving targets, regardless of how they did so. However, with intense competition and abundant choices for customers today, companies need to be cautious. If a company cheats a client, it not only loses that client but potentially many others due to word-of-mouth and the speed of the internet. Hence, companies now evaluate employees not just on target achievement but also on their behavior and how they achieve targets, leading to the adoption of the 360-degree approach.
As industries evolved from traditional setups to more structured and organized forms, the focus shifted. Employers realized the importance of not only their profit but also the development of their employees and meeting customer requirements to gain loyalty and increased profits. Upon closer observation, you will notice that everything is interconnected, including branding, company image, and employee engagement.
I can continue writing further to explain how all this relates to training needs analysis, employee engagement, and career development. If you want more details, please let me know.
From India, Calcutta
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Please see my post at https://www.citehr.com/387756-disser...velopment.html and start working. Why is it so urgent? You should have known about the project requirements months ago.
From United Kingdom
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From United Kingdom
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Dear Seema,
You can find different patterns and formats on different websites (such as Scribd, DocStoc). There are some standard patterns as well, but I would suggest you develop one that is a mix of different types of questions - open-ended, multiple choice. For this, you should study a little of research methodology; don't opt for the standard one. If you want your project to be really good, analyze the company whose performance appraisal you are studying. Secondly, you should mention the complete topic. Are you studying the performance appraisal system of a particular company, or are you starting from scratch and developing a new performance appraisal, or are you studying its effect on job performance and effectiveness? These minute differences create a huge difference.
Regards,
Vandana Malik
From India, Calcutta
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You can find different patterns and formats on different websites (such as Scribd, DocStoc). There are some standard patterns as well, but I would suggest you develop one that is a mix of different types of questions - open-ended, multiple choice. For this, you should study a little of research methodology; don't opt for the standard one. If you want your project to be really good, analyze the company whose performance appraisal you are studying. Secondly, you should mention the complete topic. Are you studying the performance appraisal system of a particular company, or are you starting from scratch and developing a new performance appraisal, or are you studying its effect on job performance and effectiveness? These minute differences create a huge difference.
Regards,
Vandana Malik
From India, Calcutta
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PERFORMANCE APPRAISAL QUESTIONNAIRE.d oc