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Essay / Research Paper Abstract
This 17 page paper looks at the subject of performance appraisals, examining what they are, why they take place, how they can support an organizational vision and/or mission and the achievement of organizational goals, as well as the types of performance appraisal that can take place, the way that they may be used and the influence of motivation theory, and then gives an example of the way performance appraisal and assessment can be used as part of an integrated HR approach. The bibliography cites 12 sources.
Page Count:
17 pages (~225 words per page)
File: TS14_TEperformancea.rtf
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Unformatted sample text from the term paper:
1. Introduction There is a great deal of literature concerning the importance of planning and strategy formulation. From the concept of a logical planned, military style
strategy to the leverage of the more flexible models of emergent strategy; all are deemed viable and have value in terms of allowing firms to determine and realize their goals
(Thompson, 2007; Mintzberg et al, 2003). The way that strategies are developed will reflect a range if concerns, but will include consideration of the organizational mission and/or vision (Thompson, 2007;
Mintzberg et al, 2003). There are many aspects of ensuring that these strategies are realized and the firm attains its goals, including managing and controlling as well as aspects such
as motivation. One of the elements which may not receive as much attention, but is also essential in the way the planning and realization process takes place, is that of
assessment. Assessment needs to take place at all levels, and as an organization is made up only of its component parts, including
not only the physical assets, but also the employees, assessment of progress and performance needs to take place at each level if the goals are to be reached. When
a firm sets a strategy there will be plans made for organization and operational levels, with steps of intermediate goals set, which will need to be measured. These measures will
usually be specific, such as gaining a set amount of market share or brand recognition by a specific date (Kotler and Keller, 2008). Measuring the progress towards the organizational
goals is accepted, and indicates one area where there needs to be performance appraisal, but this is not the only area of consideration intermediate goals; the performance of the
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