Appraisal performance

Introduction and Commercial Application JUe objective of performing appraisal activities on discovered accumulations is to reduce the uncertainty in the description of the hydrocarbon reservoir, and to provide information with which to make a decision on the next action. The next action may be, for example, to undertake more appraisal, to commence development, to stop activities, or to sell the prospect. In any case, the appraisal activity should lead to a decision which yields a greater value than the outcome of a decision made in the absence of the information from the appraisal. The improvement in the value of the action, given the appraisal information, should be greater than the cost of the appraisal activities, otherwise the appraisal effort is not worthwhile. 

Human resource data performance appraisals, results of Assessment and Development Centres, and reviews of coaching sessions could also provide you with useful insights into who in particular you could approach. 

Performance appraisal / Encouragement, motivation to learn / Help learner develop insights into causes of poor performance... 

Marks RC. Performance appraisal of EDP auditors, speech given at the 11th Conference on Computer Auditing, Security and Control, ATC/IIA, New York, May 4-8, 1981. 

Performance appraisals—evaluate an employee s performance over a period of time... 

Human resources management Conduct job analyses Hire personnel Orient and train personnel Motivate personnel for performance Appraise personnel performance Allocate organizational rewards Terminate employment Marketing... 

Discuss the rationale behind the implementation of a systematic performance appraisal system. 

Discuss the difficulties in implementing a performance appraisal system within a pharmacy organization. 

Identify various types of performance appraisal processes and evaluate the strengths and weaknesses of each type. 

Discuss issues of validity and reliability within the context of evaluating a performance appraisal system. 

Describe how to conduct a performance appraisal interview and how to handle disagreements that may arise during or subsequent to the interview. 

Discuss the linkage of performance appraisal results with the proper allocation of organizational rewards. 

What is a performance appraisal system What does formal appraisal have to do with employee motivation, productivity, and turnover ... 

How are formal performance appraisal mechanisms implemented What are some strategies to maximize the effectiveness of the appraisal interview ... 

How should performance appraisals be linked to the allocation of organizational rewards What are some innovative reward strategies that can be used to optimize employee satisfaction and productivity ... 

As Chapters 8 and 9 pointed out, human resources are among a pharmacy s most valuable assets. Employee wages can account for one of the pharmacy s greater operating expenditures (see Chapter 15). Employees, however, should not be viewed as a cost but as an essential asset for organizational success. The ramifications of executing a good performance appraisal system extend to most human resources decisions. Table 10-1 summarizes some important points about the need for performance appraisals. 

Table 10-1. Rationale for Implementing Effective Performance Appraisals...

The feedback and open dialogue present in performance appraisals are valuable to the career planning process. Career planning helps employees to formulate... 

One of the key factors in providing an environment conducive to self-motivation is to distribute rewards equitably. The allocation of rewards (e.g., promotions and salary increases) cannot be arbitrary or even be perceived as arbitrary by staff, as might be the case with Marcus Green in the scenario. Evidence suggests that employees in service organizations, such as pharmacies, who have equitable performance appraisal and reward systems treat customers more fairly (Bowen, Gilliland, and Folger, 1999). 

Many performance appraisal systems allow the manager to either rate employees on a given set of attributes or rank them in comparison with other... 

A number of performance appraisal systems are in use. These systems are summarized in Table 10-2. Performance appraisal methods typically are categorized into three broad types absolute, relative, and outcome-oriented (Segal, 1992). 

Absolute systems require the rater to indicate whether or not the employee is meeting a set of predetermined criteria for performance. This usually involves the use of a scale or index. Absolute systems are the most commonly employed of the three types of performance appraisal methods (Byars and Rue, 2000, p. 277). The main advantage that absolute systems have over other types of appraisal methods is the feedback that is derived inherently from the process. Allowing employees to see how they are evaluated among criteria deemed important by management enables them to learn about their strengths and the areas in which they will require improvement. 

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