Appraisal in the Workplace Sashea Barnes BUS303: Human Resources Management Chavonne McCall August 4, 2013 Appraisal in the Workplace It’s true that any work environment can become a stressful environment. As individuals we all have our own personal problems that can add to the stress and in turn affect our work performance. Most people who do their jobs well look for some type of recognition and in some cases when that is not awarded, they begin to care less feeling like it’s no longer
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THE POLITICS OF PERFORMANCE APPRAISAL Every Friday, Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton meet at Charley's after work for drinks. The four friends work as managers at Eckel Industries, a manufacturer of arc-welding equipment in Minneapolis. The one-plant company employs about 2,000 people. The four managers work in the manufacturing division. Max, 35, manages the company's 25 quality-control inspectors. Lynne, 33, works as a supervisor in inventory management. Jim, 34, is a first-line
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/531 Human Capital Management Final Exam Progress: (0/36) 1) ____________ are internal states that focus on particular aspects of or objects in the environment. A. Concepts B. Abilities C. Attitudes D. Values 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership 3) Distrust, disrespect, and animosity pertain to which
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seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s
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Summary Fred Maiorino specialized in promoting asthmatics products at Schering-Plough Corporation. He worked for 35 years. He was the top-ranked sales representatives in the district with Serious of successful assignments, primary in the areas of eastern Pennsylvania and western New Jersey. The District sales Manager Reed implemented new system replaced the sales quota system used before. This system measures quantitatively objective and quality aspect. Fred got low performance evaluation using
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Performance Appraisal Performance appraisals are formal reviews of a subordinate's work performance by a supervisor. They are preformed to identify strengths and weaknesses as well as to discuss areas of improvement. “The process of appraising employee performance can be both time-consuming and stressful. These difficulties are compounded if the appraisal system is poorly developed or if a supervisor lacks the appropriate training to collect and evaluate performance data” (Milkovich and Newman
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statement appears to be very solid as it clearly articulates how employee abilities should be harnessed to help the company enforce its vision. It is not clear from the case if Morgan Stanley considered the strategic usefulness of their performance appraisal, if a communications plan was developed for this change management initiative or if an appropriate level of training is offered for raters, managers and staff being assessed on evaluation and feedback. There is a clear
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Multiple Choice Quiz Inclass Quiz 7/7/11 20 Individual Staffing Plan Paper Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally
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[pic] ASSIGNMENT: PERFORMANCE APPRAISAL METHOD Performance Appraisal Method Critical Incident Method Definition: This format of performance appraisal is a method which is involved identifying and describing specific incidents where employees did something really well or that needs improving during their performance period. Critical incident is a method used for many sectors. An incident is critical when it illustrates what the employers
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Resources Performance Appraisal System Benefits Optimal Results Company Employees Performance Appraisal System Preappraisal Activities Review Procedure, timelines and process Review Performance Appraisal Form Review individual job description and assigned duties Determine schedule for formal observation (if not previously completed) Determine data to be reviewed and other sources of input for feedback Performance Appraisal System Post Appraisal Activities
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