Essays on Rater

Management: Performance Appraisals

Introduction Performance appraisal is a tricky process that demands the Rater to be objective and tactful in judgment. The Performance Appraisal Process in Coca-Cola gives the employees a chance to grow their careers and the company as well. The senior management is meticulous in how they handle the process. The report in this paper summarizes the process in four strategies that include, improving appraisal formats, selecting the right Raters, understanding how raters process information and training raters to rate more accurately.

The performance appraisal policy of Coca-Cola Company, the company I would like to work for after graduation, provides ...

Examination of Performance Review Conflict

Examination of Performance Review Conflict Performance review conflict can create serious problems in the public sector. In reviewing an employee’s performance, the supervisor considers self-reported performance assessment, his/her observations of an employee’s work, and feedback from other supervisors and peers who had the opportunity to oversee or observe the work of the employee. However, ratings for each criterion depends, in part, on the subjective interpretation of the supervisor. Rater bias and favoritism based on gender, race, age, physical appearance or attractiveness, personality, and personal relations or interests may influence supervisor ratings. Evaluation results become the basis of ...

Introduction

Research and practice have indicated that both managers and employees dislike performance appraisal. Due to this growing problem, performance appraisal has declined in popularity, especially for organizational managers who have to conduct the evaluations or be evaluated at the same time. One of the reasons why managers hate performance evaluation is the negative impacts it can create in an organization and potentially affect the achievement of the organizational goals. For instance, those on the receiving end of a performance appraisal process can develop a negative attitude towards other employees who were seemingly favored. They could also exhibit declined performance ...

Performance appraisal is a tool that the management uses to evaluate the performance of employees against the set performance standards such as output, competence, job initiative, and accomplishments (Bogaert, n.d.). Used effectively, performance appraisal can provide the management with important information to make decisions such as salary increment, promotions, or take disciplinary actions against an employee. Properly conducted performance appraisals also provide the organization with a legal defense in case an employee sues the organization over any grievance they may have against a negative performance appraisal. An effective performance appraisal is one that is consistent, valid, factual, and job ...

There is no denying the fact that trainings system is an important element in human resource management. In addition, each business sphere has its own features and requirements for employees. Therefore, let us look deeply into trainings types that are offered by health service organizations. Orientation training was created for new employees in order to help them to understand the core principles, mission, and vision of the current company (Hernandez & O'Connor, 2010). It also includes needed information about job, organization’s ethics and structure. This training can be delivered to the audience as a presentation, video lecture or webinar.

In-service trainings divides in two types: technical trainings and interpersonal ones.

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Q 1 Training would prove a critical feature of executing a new appraisal system for performance in many ways. Just as the ancient ‘philosophers’ stated that practice brings perfection, training can create a similar impact in a survey program. It is through professional training that managers can master the concepts of a program even before using it. For example, they will grasp the underlying activities of an appraisal system such as communication, ratings, and filling forms. Training, especially at the start, should play an integral role in reversing those misconceptions of managers about the requirements of performance management. Q ...

Performance Appraisal Systems

Performance appraisal systems are important and especially in the contemporary business environment which is very competitive. The level of competition is quite high and, therefore, organizations try to gain a competitive advantage by constantly improving the performance of their employees (Armstrong, 2010). Performance appraisal techniques help the organizations to identify areas of employees’ performances that need to be improved. The techniques, therefore, serve the following purposes;

They provide feedback that is used to improve future performances.

They identify areas that need further training. They facilitate communication between employees and management through feedback. They help in identify employee selection procedures depending on qualities needed. They provide an opportunity for employees' ...