Research

Designing Effective Performance Appraisal systems

By Boyce and Kleiner - Reports that effective performance appraisal systems help to create a motivated and committed workforce. To be effective they require the support of top management to show their commitment and to translate organizational goals and objectives into personalized employee specific objectives. Explains a framework for the implementation of performance appraisal and in particular the need for appropriate training for supervisors, raters and employees, a system for the frequent review of performance, accurate record keeping, a clearly defined measurement system, and a multiple rater group to perform the appraisal. (Added: 8-Aug-2005 Hits: 2522 )

Distributional ratings of performance: more evidence for a new rating format - includes appendix

By David J. Woehr, - The evaluation of individual work performance has long posed a perplexing dilemma to researchers and practitioners alike. There is little debate that more often than not, the most complete, readily available, and efficient measure of an individual's performance involves ratings of that performance by another individual. The thrust of the dilemma, then, is how to reduce the subjectivity inherent in performance ratings. Due in large part to a strong psychometric emphasis, the development of "better" rating scale formats has received a great deal of attention as an approach to resolving this dilemma. (Added: 11-Feb-2005 Hits: 516 )

Experiencing Performance Appraisal in a Trust Hospital

By NA - Contemporary performance appraisal (PA) has become an important tool in the overseeing of employees in work. Little of the vast literature however, has focused on its effects on the individual, beyond simple descriptions that inform its management implementation. This article firstly examines the changing nature of employee management under PA, before it investigates the contemporary usage of PA and the effects on women. This is illustrated with research, gathered from a case study in the Midlands. (Added: 17-Dec-2002 Hits: 1067 )

Investigation of raters' and ratees' reactions to three methods of perfomance appraisal: BOS, BARS, and GRS Revue Canadienne des Sciences de

By Aharon Tziner, - It was hypothesized that in comparison to a GRS-based performance appraisal and review, behaviour-based (BARS and BOS) appraisals and reviews would generate superior goal properties (e.g., specificity), better goal characteristics (e.g., acceptance), and more favourable user reactions (e.g., ratee satisfaction with the appraisal process). Data from a field experiment involving 46 police sergeants (raters) and their 152 subordinates (ratees) supported almost all of the predictions. Particularly strong evidentiary support was found for the BOS-based performance appraisal and review. These results, as well as recent empirical evidence from other studies, lend credence to the proposition that a BOSbased performance appraisal and review may be superior to other appraisal methods in terms of yielding more favourable attitudinal effects. (Added: 24-Jul-2006 Hits: 323 )

Managing performance: building accountability for organisational success

By DDI - Some research findings (survey based) on the process of managing employee performance by DDI (Added: 27-Jul-2005 Hits: 272 )

Moderators of sex bias in the performance appraisal process: a cognitive analysis

By Tina L. Robbins - The present study was designed to analyze both processing characteristics and situational moderators which operate to influence sex bias in performance evaluations. More specifically, this research was designed to address the influence of ratee sex on the recall and the ratings assigned in performance appraisal. An attempt was made to determine which, or if both, recall and rating stages in the process are susceptible to an influence of ratee sex. An additional purpose of this study was to identify the situational factors which act to moderate the influence of ratee sex in performance evaluation (Added: 11-Feb-2005 Hits: 358 )

NursingCenter - Performance Appraisals

By DONNA L.M. MITCHELL AND ESTHER GREEN - ABSTRACT: To accomplish effective performance reviews and appraisals that respect employee dignity, managers must cultivate a wide range of competencies. Systems are required to observe and collect data, cue and measure observations, and then interpret behavior. Managers regard handling disciplinary problems and criticizing subordinates' performances as the most stressful aspects of their work. Evaluating an employee's performance at an annual meeting is one of the tasks managers most dread. (Added: 24-Apr-2003 Hits: 822 )

Best and Worst Performance Management Practices

Critiques and Criticisms of Performance Management

Employee Ranking Systems

Performance Management and Appraisal - General