Appraisals are important to help staff members improve their performance and as an avenue by which they can be rewarded or recognized for a job well done. In this course, you will learn how organizations effectively use performance appraisals to improve individual job performance, and what the limitations inherent in the use of various appraisal systems are.


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Welcome to the course
Exploring managerial career
Performance appraisals are one of the most important and often one of the most mishandled aspects of management.
In most work organizations, performance appraisals are used for a variety of reasons.
A number of problems can be identified that pose a threat to the value of appraisal techniques.
A number of suggestions have been advanced recently to minimize the effects of various biases and errors on the performance appraisal process. 
Organizations use numerous methods to evaluate personnel.
Certainly, the most popular method of evaluation used in organizations today is the graphic rating scale.
With the critical incident technique of performance appraisal, supervisors record incidents
An appraisal system that has received increasing attention in recent years is the behaviorally anchored rating scale (BARS).
The behavioral observation scale (BOS) is similar to BARS in that both focus on identifying observable behaviors as they relate to performance.
A popular technique for evaluating employees who are involved in jobs that have clear quantitative output is management by objectives (MBO)
A relatively new method of evaluation is the assessment center.
Ethics in practice
It is important to consider which appraisal technique or set of techniques may be most appropriate for a given situation
Feedback represents a critical variable in determining the success or failure of the goal-setting process.
We will examine five aspects of reward systems in organizations
Reward systems in organizations are used for a variety of reasons
A common reality in many contemporary work organizations is the inequity that exists in the distribution of available rewards.
Extrinsic rewards are external to the work itself.
A recurring debate among managers focuses on the issue of whether money is a primary motivator.
Secrecy about pay rates seems to be a widely accepted practice in work organizations
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