By Robert Bacal - Most performance management and performance appraisal efforts end up as failures, costing the company more than they return. It doesn't have to be that way if you avoid the common reasons why performance management fails. ^new (Added: 21-Oct-2006 Hits: 81 )

By Robert Bacal - Bi-directional performance management recognizes that for performance to improve, both manager and employee must receive feedback on how well they are fulfilling their obligations to the organization and to each other ^pop (Added: 14-Nov-2000 Hits: 4670 )

By Robert Bacal - By Robert Bacal, explains how human resource departments do dumb things to ensure performance appraisal fails. ^pop (Added: 14-Dec-2000 Hits: 4409 )

By Peter Scholtes - Most advocates of total quality believe that total quality management (TQM) and performance appraisal are incompatible. For them, company managers can choose topromote either of these two pproaches but not both. Since fundamental TQM requirements contradict the basic elements of performance appraisal, it would be impossible to combine them. Thus, companies may have to reexamine their approaches to corporate leadership. ^pop (Added: 9-Jan-2002 Hits: 8250 )

By David Zatz, Ph.D., Toolpack Consulting - Review of alternative methods of reviewing performance, such as peer feedback, 360 degree, etc. How to use alternative systems to best advantage. (Added: 26-Mar-2002 Hits: 1742 )

By American Metal M - 90 percent of human resources executives would modify, "totally revise" or even eliminate their current performance appraisal processes (Added: 3-Dec-2002 Hits: 635 )

By Robert Bacal - Find out how ranking employees is a costly process that actually damages productivity, and why it should never be used in performance appraisal (Added: 10-Mar-2001 Hits: 972 )