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Essay / Research Paper Abstract
13 pages in length. Performance appraisals represent the lifeblood of a given company's ability to maintain an awareness of employee production. While these assessments are critical to overall output, they have been criticized as overlooking the primary point of such evaluation: the person. Current trends in Human Resources performance appraisal systems not only seek to establish the production level of the employee, but they also work toward a more humanistic approach so as to look beyond numbers and incorporate a sense of the individual, as well, striving to eliminate systems based upon such rigid aspects as absolute judgment and comparative judgment. Bibliography lists 11 sources.
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13 pages (~225 words per page)
File: LM1_TLCPerfApp.rtf
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Drawing the common denominator between Total Quality Management (TQM) and performance appraisal systems B. Applying Feigenbaums cost of quality techniques and Demings Total Quality Management IV. Conclusion A. Addressing
perpetual change within the business community. PERFORMANCE APPRAISAL SYSTEMS by , Ph.D. (c) September, 2003 paper properly!
I. INTRODUCTION Performance appraisals represent the lifeblood of a given companys ability to maintain an awareness of employee production. While these assessments are critical to overall output, they
have been criticized as overlooking the primary point of such evaluation: the person. Current trends in Human Resources performance appraisal systems not only seek to establish the production level
of the employee, but they also work toward a more humanistic approach so as to look beyond numbers and incorporate a sense of the individual, as well, striving to eliminate
systems based upon such rigid aspects as absolute judgment and comparative judgment. "Performance appraisal should be objective and verifiable, and should be specific and job related rather than global.
Regardless of the tool used, evaluation must be a formal, standardized system and uniform for all personnel in a job category. Performance standards and appeals must be communicated
(Sullivan, 2002). The main points of this paper include examining Herzbergs Theory of Motivation and Maslows Hierarchy of Needs, as well as discussing the important role Total Quality Management
(TQM) plays in adopting a humanistic performance appraisal system. II. HERZBERG AND MASLOW Applying the humanistic approach to, for example, todays banking
industry requires considering the myriad components that pertain to this particular psychological methodology. The fundamental basis of humanism is to recognize the individual for him or herself, providing a
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