Managerial Training & Education

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, follows an individual throughout her or his career. The validity of performance evalu

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ew York. Thus, the findings and conclusions of the proposed study may not be fully generalizable to private sector organizations. Section 2 REVIEW OF THE LITERATURE Introduction Literature relevant to the problem that will be investigated is reviewed in this section. All of the literature reviewed in this section is related to personnel performance evaluation in organizational settings. Performance Appraisal Several factors that characterize an effective performance appraisal process have been identified through the conduct of studies reported in the literature. Among these factors are objectivity, validity, reliability, relevance, equity, and accountability. Objectivity in performance evaluation means that the process must provide an evaluator with a means of measuring performance criteria that does not require a subjective act on the part of the evaluator. Validity in a performance evaluation means that the process actually measures that which it is intended to measure. True validity is difficult to obtain in any process that is designed to evaluate human activities; however, the task is made infinitely less difficult, if the definition of that which is to be measured is simplified. As an example, if a school
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Approximate Word count = 2652
Approximate Pages = 11 (250 words per page)

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