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Performance appraisal challenges
Increased bureaucracy and poorly designed systems can interfere with achievement and impede the development of high performing staff.
Lack of commitment-often treated as an administrative exercise
Tension between identifying development needs and allocating fair rewards can undermine the system
Subjectivity and bias are inherent in one individual’s assessment of another (appraiser requires training)
Recency effect- influenced by recent events either positively/negatively may distort the assessment.
Employees may perceive the appraisal process as a tool for managerial control.
Typically designed on a central basis, usually by HR function
Appraisal forms often not living forms but archived in HR areas
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