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Essay / Research Paper Abstract
This 3-page paper focuses on performance appraisal and performance review issues. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTprfrevqu.doc
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Unformatted sample text from the term paper:
on the other hand, has a definite lack of people skills (and is creating co-worker resentment as a result). The problem faced here, however, is that the current in-place appraisal
method isnt going to be too effective. The three points of concern with the companys current evaluation are 1) the fact that its
an appraisal relying on a "one-size-fits-all" method; 2) the fact that there is no "feedback" component to the current method and 3) the fact that the current method relies more
on personal characteristics and attitude as opposed to quality of work. Certainly, personal characteristics and attitude are important in a job scenario - but in this particular case, there is
an individual who isnt very people-friendly, but is still somewhat effective. The most commonly-used sets of criteria that should be used in a
performance evaluation can include a focus on team skills; employee rights and those skils that can be measured (Glass). Measurements can include aspects such as attendance, quality of work and
ability to interact. The key here, however, is to take a performance evaluation form and personalize it to the specific job at hand (Glass). For example, "neatness" is a terrific
quality - but in this case, it doesnt seem to be hampering this individuals ability to do his job. The relative value of these evaluation criteria are that they can
be tailored for the specific job at hand. Attendance is an easy one to measure as is quality of work. Team skills is also easy to measure - and steps
can (and should) be taken to encourage this individual to become less arrogant and more of a team player. The advantages of
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