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HRM in the News is South-Western's service to provide summaries of the latest human resource management news stories. Review the brief summaries and, for stories of interest, select the full summary. |
| PERFORMANCE MANAGEMENT AND APPRAISAL | |
| Title | Brief Summary |
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Most companies require that an annual performance review be done for every employee. Yet, some workers find themselves going without feedback for long periods of time. An HR expert offers advice on what to do if you find yourself with no performance review. (Updated March 2007) |
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Performance reviews are often inconsistent due to the subjective viewpoints of managers. HR professionals need to minimize the differences among performance reviews in order to ensure a fair process for all employees. (Updated October 2005) |
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If you are managing an employee with a "bad attitude," trying to snap your fingers and fix the problem will not work. The best approach is for managers to figure out how to focus on the specific behaviors that are causing the problem at work and try to enlist the person's help in solving the problem. (Updated August 2005) |
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Lack of recognition is one of the top reasons employees leave a company, even more than salary. Generating a feeling of appreciation not only makes for a pleasant work environment, it contributes to a healthy bottom line. (Updated July 2005) |
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Eight years ago, Yum Brands broke off from their parent company, Pepsico and adopted a more people-friendly management strategy. Their 360-degree assessment tool is a big part of their plan to mold their people into "customer maniacs." The plan seems to be working as Yum realizes remarkable growth. (Updated May 2005) |
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Performance management systems are getting away from a top-down, demotivating approach to a system that is more participative. Managers need to provide proper coaching to help their employees look forward to improving their skills and reaching goals. (Updated February 2005) |
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Leaving employees in jobs where they feel stagnant and unhappy is not the best management course to take. It is better to allow an employee a chance to grow and advance, even if it leaves a void in the department. (Updated 08/01/04) |
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Performance appraisal systems have been heavily researched for the past 30 or 40 years. However, it is not the performance scale that is important as much as the people who are conducting the appraisal. (Updated 04/01/04) |
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Many organizations either copy other companies' rating schemes, or periodically revise their own existing programs. However, with a little hard work, companies can create a tool devised for their own company which is keyed to the goals and objectives of senior management. Along with outlining an interesting look at a unique performance appraisal system, this article discusses how to bring senior management into the process. (Updated 02/01/04) |
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Most people despise appraising or being appraised at work. Ratings and rankings are two common ways to appraise people, but neither is entirely effective. Brumback recommends a question-and-answer format to achieve an honest appraisal. (Updated 12/01/03) |
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For companies like Ritz-Carlton and Bristol-Myers Squibb, judging quality in a new employee is far more than just a gut feeling - it's a process that begins before employees are even hired. Vice presidents from these two companies talk about how they turn softer measurements - such as whether customers are greeted in a friendly manner - into hard data, producing results that put them at the forefront of a trend. (Updated 12/01/03) |
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Forced ranking is a performance tool that's used by one in five Fortune 500 companies, but most of them refuse to talk about it. It has been dropped by some companies as it has become fodder for lawsuits, but it still has its proponents. (Updated 09/02/03) |
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Hiring an employee who has been out of work for a period of time presents unique challenges to both the employee and the employer. The self-doubt that may linger can affect performance on the job. Under these circumstances, a performance appraisal takes on new importance. (Updated 7/31/03) |
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