The performance appraisal question and answer book

6.36  ·  6,529 ratings  ·  671 reviews
Posted on by
the performance appraisal question and answer book

The Performance Appraisal Question and Answer Book : Richard C. Grote :

Make no mistake: Performance appraisal is difficult. Rewarding excellence and demanding personal responsibility are challenges that need to be met if your organization is to attain consistent, superior results. The Performance Appraisal Question and Answer Book will help you meet these challenges and many more. His answers are written in an easy-to-understand, practical way that serves as a user-friendly guide for new and experienced managers alike. After spending months conducting benchmarking research across many best-practice firms in order to gather the most relevant information on this topic, I can honestly say that no one else should have to do that after reading this book. Bladen, Ph.
File Name: the performance appraisal question and answer
Size: 77363 Kb
Published 06.05.2019

5 Burning appraisal questions

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.

6 Key Appraisal Questions and How to Prepare for Them

Does performance appraisal take too long. To browse Academia. Now your job gets harder. Even if the average appraisal re- sults of a protected class are significantly different from those of the majority, it does not follow that the appraisals are biased or that the appraisal system is automatically illegal.

Contents vii3. Tell Me More Consider what might be the most familiar and easily understood posi- tion in an organization: the secretary or administrative assistant. About this product Product Information Answers of the most common -- and most difficult -- questions about performance appraisal. The project he is working on with his team is successfully finished with minimum problems.

In those companies where top management lent strong support to the goal- setting initiative, the increase was a paltry 6 percent, most of the time. Refresh and try again. Not very graciously, what would they say about you. If your previous co-workers were here.

Invite the hiring manager to contact you for additional information. Phase 4: Performance Review. If promotions are what everybody wants, layoffs are what everybody wishes to avoid. In this section, the author shares his experience and useful tips to exploit hidden job market.

Shop by category

Many of the answers include a Hot Tip or Red Flag: a note to the reader making a particularly insightful suggestion. This book helps supervisors and HR professionals ease the pain of performance appraisal and use the process effectively. Would you like to tell us about a lower price? Read more Read less. Product description Review "This book is highly recommended for the organization or manager seeking to become more comfortable with the appraisal process. See all Product description. Not Enabled.


A program that kicks off in January will get a lot of attention through March or April. The organization usually offers few formal re-wards for taking the process seriously and probably no informal re-wards. The fact is you may have several accomplishments you could pick from. When the manager and the subordinate talk about key job respon- sibilities, they are talking about performamce specific requirements of the posi- tion-the elements that might be included in a job description.

Organizational Core Competencies. Validating Hiring Decisions. Every manager has to keep track of how well the people in the department are doing. We engage in all of our daily activities because there are things that we are responsible for.

How is the winner of apprajsal hundred-meter freestyle determined. Recognizing good performance is the single most important moti- vation tool managers have at their disposal. Do I get recog- nized for what I do-recognized both financially and through nonmon- etary means. Here, is the more important reason for asking for an ac- complishments list.

Rewarding excellence and demanding personal perrformance are challenges that need to be met if your organization is to attain consistent, communicate the importance ofperformance appraisal to everyone in the organization. Ideally, or is it just the same old. Can the individual do anything to be proud of, superior results. First?

5 thoughts on “The performance appraisal question and answer book [Book Review] - IEEE Journals & Magazine

  1. "Most managers hate conducting performance appraisal discussions. What's worse, few feel confident in their ability to accurately assess the performance of a subordinate.

  2. But how can pay decisions be made if there is no measureof performance. Or is the quality of the finished product the primary concern. How do I solve an attitude problem. Who are the people in the company you should know about.

Leave a Reply