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: 1989 )

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: 312 )

By John F. Kikoski, Ph.D. - This article first restates and then extends a thesis about the performance appraisal process first published in this journal more than 15 years ago—that the public manager’s performance in the face-to-face encounter of “the appraisal interview itself is the Achilles’ heel of the entire process.” This 1983 article held that many public managers experience discomfort approaching the actual performance appraisal interview and difficulty in conducting it. For they usually are untrained, and may even be unaware of the scholarly work that has identified the skills that make for more effective face-toface communication. At that time, the published literature in this area offered little help to public managers, so the 1983 article presented six specific “microcommunication skills” to help public managers communicate more effectively in the performance appraisal interview. (Added: 8-Aug-2005 Hits: 320 )

By Taylor and Pierce - A longitudinal evaluation was conducted on the effects of introducing a performance management system (PMS), which featured merit-based bonus pay, on subsequent employee attitudes and self-reported work effort in a small, government organization. Additionally, employees’ targets of blame for receiving lower-than-expected ratings were explored. A significant change in employees’ organizational commitment occurred over the time that the PMS was implemented, with a substantial increase occurring within the performance planning/goal-setting phase, followed by a slight decay over the following year... (Added: 8-Aug-2005 Hits: 419 )

By Gary Roberts - Performance appraisal is one of the most complex and controversial human resource techniques. Participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback. (Added: 8-Aug-2005 Hits: 353 )

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: 744 )

By DDI - Some research findings (survey based) on the process of managing employee performance by DDI (Added: 27-Jul-2005 Hits: 135 )