This 11-page paper covers the importance of performance evaluations, and why they should be used. The study itself centers on a particular company (not named) that doesn't use performance evaluations effectively. Bibliography lists 10 sources.
Name of Research Paper File: D0_MTpereva.rtf
Unformatted Sample Text from the Research Paper:
program. Though well explore in further detail the problems with the students companys current set-up, well provide a brief overview as to what is going on with this particular company.
In this particular company, "formal" performance evaluations are given when an employee has passed his or her sixth month anniversary with the
company. But when the student inquired as to when his/hers would take place, the student was told that this evaluation would actually take place in June (unlike December, like the
rest of the company), because the student had joined the company in September. Instead, the student received a blank template of
a performance evaluation, and was encouraged to rank him/herself in terms of effectiveness. "After several conversations," the student concluded, "I found that this was the standard operating procedure within the
company as a whole." In short, performance evaluations were given (if at all) on the employees sixth-month anniversary. Until then, the employee
was responsible for ranking him/herself in terms of job evaluation. While the student puts down the fact that the reason for such
vagueness when it comes to evaluations involves sloppy or lazy management, there are other factors as well. In most business cultures, performance evaluations are considered necessary evils, paperwork that must
be tolerated to justify a raise for an employee (or in many cases, to justify the fact that a manager is doing his/her job).
But a solid performance evaluation system is more than simply checkmarks on a paper. Its a full system that allows a manager to evaluate an employee, help