If an employee's performance is lacking, analysis as to the reasons why must be undertaken, and corrected through such means as increasing motivation, training or even termination. If the performance was as good, as or better than requested, then considerations of .
Descriptive Statistics 3.
reward must take place. Such rewards can be increased wages, and at times, movement to jobs requiring more expertise. The last step is fundamentally review and correction of the initial goals, and the development of new ones. In doing so, the person who set up the goals to begin with, must examine them and decide if they were realistic and viable, in contrast to the resources available and other such aspects of the work environment. .
With a correct and well-implemented appraisal system, small businesses and companies alike may look forward to improved competencies, added value to the organization, and productivity growth through the development of partnerships between workers and their superiors. This may allow for issues previously ignored, such as the availability and benefits of new machinery, to be reviewed for future consideration. Of course there remain many more areas that must be understood fully before being able to effectively utilize performance appraisals (other such areas include interview techniques and implementation programs), but due to the shear magnitude of this area, this document can only briefly overview the concept of appraisals and it's key points.
Descriptive Statistics.
Let's take a look at the most basic form of statistics, known as descriptive statistics. This branch of statistics lays the foundation for all statistical knowledge, but it is not something that you should learn simply so you can use it in the distant future. Descriptive statistics can be used now, at the football stadium, in the grocery store and for employee performances. You probably already know more about these statistics than you think.