Personnel Performance Evaluation Research Study

A research study is proposed that will examine the effects of managerial training and education, together with instrumentation design, on the validity and effectiveness of personnel performance evaluation. The participating organization in the proposed research study will be the Department of Social Services of the City of New York.

Performance evaluation is among the most important of all organizational human resource activities Performance evaluations "represent critical decisions that are key influences on a variety of subsequent human resources actions and outcomes."

Personnel turnover is one factor that leads to substandard performance, and it is one of the most costly problems that afflict organizations. The costs of personnel turnover are not limited to those incurred directly in relation to those employees leaving the organization, such as the loss of productive workers, lost training costs, the necessity to train replacements, and so forth. Personnel turnover also exacts organizational costs through the effects it has on those employees who remain with the organization. Ineffective performance evaluation is a contributing factor to high levels of personnel turnover.

Performance appraisals build a history of an individual's life within an organization. This history, in most instances, follo

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f the process, and (2) its effectiveness with respect to meeting the goals of both management and individuals. Much of the organizational evaluation of personnel performance in the United States is a processoriented procedure. A process orientation means that the evaluative criteria are related primarily to: (1) qualifications; (2) planning activities performed by an individual; and (3) the conduct of jobrelated activities by the individual. There is, however, a trend toward resultsoriented performance evaluation. A resultsoriented procedure for the evaluation of performance has, thus far, received a wider acceptance in private sector organizations than in public sector organizations. The goal of organizational personnel performance evaluation systems is to improve the performance of employees, by "guaranteeing that there will be meaningful communication between supervisors and employees about working conditions and the quality of work." Most certainly, effective and meaningful communication between organizational superiors and subordinates is essential for effective organizational performance, as well as for the minimization of the potential for the development of organizational conflict. Further, the performance of org
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Some common words found in the essay are:
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Approximate Word count = 5456
Approximate Pages = 22 (250 words per page)

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