Here is the synopsis of our sample research paper on Speaking in Favor of Well-Done Employee Performance Appraisals. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 12 page paper presenting an outline and a speech encouraging middle managers to practice good employee evaluation practices. The effective performance appraisal can benefit everyone involved, as well as those who are not. Individual assessments directly benefit the employee and his department, but by extension those evaluations also benefit other workers, the company and its customers. Effective appraisals help to “plant people.” Bibliography lists 10 sources.
Page Count:
12 pages (~225 words per page)
File: CC6_KShrApprSpeech.rtf
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Unformatted sample text from the term paper:
morale and productivity. C. Jack Welch quote. II. Attempted Alternatives to Appraisal A. Manager resistance to employee evaluations. B. HR department assistance. 1. Involve managers in instrument design. 2. Increase
managers acceptance of the process. III. Purpose of the Appraisal A. Gain information about the employee. B. Establish goals of performance management. 1. Set expectations. 2. Provide notification of not
meeting expectations. 3. Enable nonpunitive discipline. 4. Assist managers in discussing only deficiencies, not their causes. 5. Avoid assigning employee intent. 6. Avoid delay in addressing negative issues. IV. Characteristics
of the Effective Evaluation A. Increases the value of the employee. 1. Answers employees questions of performance. 2. Plan for the future. 3. Increases employee loyalty and productivity. B. The
appraisal interview. 1. Emphasize strengths rather than weaknesses. 2. Provide alternatives for improving performance. 3. Keep growth opportunities relevant to employees present position. 4. Concentrate on only a few areas
for growth. C. Fairness. D. Split into two sessions. 1. Performance 2. Development plans. E. Finds underlying causes of underperformance. F. Improving Performance. V. Benefits to the Company A. Increases
employee loyalty. B. Assists in planning for future workforce needs. C. Workforce needs. 1. Continual improvement. 2. Reduce turnover. D. Ensure that Everyone Is On the "Same Page" 1. Explicitly
state expectations. 2. Communication contributes to less turnover. 3. Increase employee loyalty. E. Legal Protection VI. Conclusion Introduction
One author notes and is able to verbalize what is obvious, yet rarely acknowledged: "Performance appraisals are like seat belts. Everybody agrees theyre a good
idea, but lots of people find them awkward to use" (Grayson, 2002; p. 46). Awkward or not, study after study has found that appraisals done well can contribute to
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