HRM Lecture (7)

HRM Lecture (7) - Chapter 8 Appraisal and Performance...

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Jeffrey Gold CHAPTER OVERVIEW This chapter will seek to explain why, in the past, appraisal systems have continuously failed to find respect among employers and employees alike. However, it will also explore how, through performance management, appraisal has the potential to reverse past trends so that it is viewed less as a threat and a waste of time and more as the source of continuous dialogue within organizations between organizational members. Chapter objectives After studying this chapter, you should be able to: 1. Explain the purpose and uses of assessment, appraisal and performance management 2. Understand contrasting approaches to assessment and appraisal 3. Explain the use of assessment and appraisal in employee development 4. Assess various approaches to understanding performance at work 5. Provide a model of performance management 6. Understand the use of different performance-rating techniques. CHAPTER OUTLINE Introduction Performance appraisal is arguably the most contentious and least popular HRM practice. However, despite the poor record of appraisal within organizations, it is an accepted part of management orthodoxy that there should be some means by which performance can be measured, monitored and controlled. In recent years, appraisal has become a key feature of an organization’s drive towards competitive advantage through continuous performance improvement and change. In many organizations, this has resulted in the development of integrated Performance Management Systems (PMSs), often based on a competency framework. [Type text] Chapter 8 Appraisal and Performance Management
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In the public sector, in a movement referred to as ‘new managerialism’ or ‘new public management’ performance management has increasingly been seen as the way to ensure administrative accountability, the meeting of standards and the provision of value-added services. The purpose of appraisal and performance management Appraisal is a process that provides an analysis of a person’s overall capabilities and potential, allowing informed decisions to be made for particular purposes. The main purposes and desired benefits for appraisal are:
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HRM Lecture (7) - Chapter 8 Appraisal and Performance...

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