(855) 4-ESSAYS

Type a new keyword(s) and press Enter to search

Perormance Appraisal

These degrees or levels measure the specific amount of that factor which is required in the performance of the job.
             WEIGHTING AND RATING OF COMPENSABLE FACTORS.
             Lott's point method:.
             Lott recognized that the 15 compensable factors he identified for measuring job differences were not of equal importance. To recognize differences in values among these factors, he first weighted each factor through a normalizing process. After determining weights of each factor, he used benchmark jobs to establish a10 point interval scale. The scale development process used the following five steps.
             1.Identify and define the factors useful in describing the fundamental elements of general nature of all jobs under study.
             2.Weight the factors and assign a specific value to each factor.
             3.Identify a specific number of benchmark jobs to cover the entire range of difficulty or importance of all factors.
             4.Using each factor, assign a value from 1 to 10 to each benchmark job. The job demanding, the greatest possible degree of a factor receives 10 and the job demanding little or no amount of a factor receives a 1. Values between 1 and 10 are assigned to other jobs using the same procedure.
             5.Multiply weighted factor value by the benchmark job value. This provides a weighted point score for each factor for each benchmark job.
             After using benchmark jobs to develop rating scales for all factors, all non-benchmark jobs are rated factor by factor. The factor points attached to the benchmark job that most closely compares with the non-benchmark job are points assigned to the non-benchmark jobs for that factor. The total points assigned for the non-benchmark job are the total points for all factors.
             Benges factor comparison method:.
             This method uses a series of rankings and slottings to determine both the relative value and absolute worth of the job.
             Benge's plan develops a wage rate scale for each universal factor. After assigning a wage rate to each benchmark job, it is possible to develop a wage rate or monetary scale for each of Benges five universal factors.


Essays Related to Perormance Appraisal

1. Employee Performance Appraisal and Motivation

Well-designed and well-executed performance appraisals have a strong motivational impact. Appraisals have the power to motivate employees because they provide a number of interconnected benefits. ... [Llo09] Performance Appraisal A performance appraisal is a process in which a rater or raters evaluate the performance of an employee. ... Then, when it is time for a performance appraisal, these observations are documented on a form. ... Appraisals are a highly valuable source of information, insights, and tools necessary for such progress. ...

  • Word Count: 1116
  • Approx Pages: 4
  • Has Bibliography
  • Grade Level: Undergraduate

2. Performance Appraisal Systems

There are a number of performance appraisal systems which various organizations utilize for various occupations. ... No matter what performance appraisal system is utilized for the rating, each offers both positive and negative aspects. ... Additionally, the appraisals can also be tied to incentives such as pay raises, promotions or increased benefits to help motivate employee enthusiasm and loyalty. ... Some organizations also may develop their own performance appraisals with a combination of some of the aforementioned techniques. ... In summary, most performance appraisal systems are good fo...

  • Word Count: 865
  • Approx Pages: 3
  • Has Bibliography
  • Grade Level: Graduate

3. The Appraisal Process

The Appraisal Process The appraisal process is the periodic evaluation of each employee's on-the-job performance as well as skill levels, attitudes, and potential. ... The appraisal process is also used to evaluate an employees potential. ... Appraisals are usually made a matter of record by most organizations. ... The second stage consists of the actual appraisal. ... Although this process seems fairly simple, appraisals can become biased. ...

  • Word Count: 1506
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: Undergraduate

4. Performance Appraisals

Abstract Performance appraisals are a hot topic in companies of today's business world. ... Performance appraisals "typically have two components: text, and a number. ... Nikols states, "The structure of the typical performance appraisal system makes managers who prepare appraisals the targets of efforts aimed at influencing, shaping and just plain manipulating their perceptions and the appraisals based on these perceptions" (1997, p. 4). ... The result is that they ensure themselves a decent appraisal. ... Yet another foreseeable problem with traditional performance appraisals i...

  • Word Count: 2578
  • Approx Pages: 10
  • Has Bibliography

5. Recruitment and Appraisal

Performance remuneration should therefore be negotiated Inappropriate performance appraisal systems in that the objectives of the appraisal system (e.g. where it is intended to identify training needs or suitability for promotion) do not match the objectives of the reward system. In fact, the normal appraisal system should not be used to determine performance remuneration The absence of regular feedback on performance The reward system is not designed to meet the objectives sought to be achieve The absence of a right mix of extrinsic and intrinsic rewards The lack of an appropriate q...

  • Word Count: 1388
  • Approx Pages: 6
  • Grade Level: Undergraduate

6. Performance Management and the Law

Recently, the interest and importance of legal issues in performance appraisal (PA) has grown (Malos, 1998; Werner & Bolino, 1997). ... First, allow employees provide input into appraisal process through completing self-appraisals, training employees to share information with supervisors, and training supervisors to obtain information from employees (Gilliland & Langdon, 1998). ... Moreover, an employee who participates in developing the appraisal system and understands how it works and why it is used is less concerned about going to the court. Second, the employer must be sure that the app...

  • Word Count: 739
  • Approx Pages: 3
  • Has Bibliography
  • Grade Level: Graduate

7. Stress Reduction Therapy

Cognitive appraisal can dramatically affect stress. ... One group had a challenge appraisal of the test while the other had a threat appraisal of the test. Catecholamine levels were significantly higher for the group making a threat appraisal of the test than the challenge appraisal group. Also, the threat appraisal group reported more anxiety than the challenge appraisal group. This study shows that the students who appraised the test as more of a stressor, the threat appraisal group, showed significant signs of a greater amount of stress than those who did not appraise the test as a stro...

  • Word Count: 1394
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: Undergraduate

8. Perfoprmance Apprasal

The appraisal is not to be used to harass or make them feel threatened or incompetent. Also personal bias must kept out in an appraisal. ... A manager must also choose the right method to perform a appraisal. ... You can choose from traits, behavior, task outcomes, or improvement appraisal. ... Objectives of the Performance Appraisal and Effects on Personnel: The main objective of a Performance Appraisal is to review an individual's or group's performance for a company. ...

  • Word Count: 1218
  • Approx Pages: 5
  • Grade Level: High School

9. Stress

There is a process, and the first sing of a stressful situation is called primary appraisal. ... This appraisal involves three different interpretations, which are harm/loss, threat, and challenge. The harm/loss appraisal of a situation is when you have already suffered some damage or injury, this appraisal elicts negative emotions. ... This appraisal also elicts negative emotions. Finally, the challenge appraisal of a situation is when you have the ability to get something out of the situation, this appraisal unlike the harm/loss and threat appraisals elicts positive emotions. ...

  • Word Count: 1376
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: High School

Got a writing question? Ask our professional writer!
Submit My Question