The performance appraisal question and answer book

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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.
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Published 06.05.2019

5 Burning appraisal questions

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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.

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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.


The concept is a noble one: Every month the organization will review the employee population and single out that one individual who, apptaisal achieved some remarkable success or has otherwise performed exceptionally well. How should I start the meeting. What is needed for recognition to work is for the good things that happen to be connected to the good job that the person does. You can change your ad preferences anytime.

Performance appraisal as a management tool spread quickly inthe s. Reinforcing Effective Behavior. What have you learned from mistakes on the job. This book helps supervisors and HR professionals ease the pain of performance appraisal and use the process effectively!

This is another classic use ofperformance appraisal. Performance appraisal discussions are some of the most sensitive and demanding of all meet- ings that managers are involved in. Felicia marked it as to-read Mar 19. Participation by the employee in the goal-setting procedure helps produce favorable results.

Train operations and maintenance personnel. Write the official performance appraisal using the appraisal form. Figure illustrates these problems. The Importance of Performance Appraisal 19your appraisal, I certainly want to encourage you to write a statement to beattached to my appraisal if you genuinely feel that what I have written is notcorrect.

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.

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