Performance Evaluations

A major problem with personnel performance evaluation in all too many organizations is a failure on the part of managers to communicate an unfavorable performance evaluation to an individual employee out of fear of evoking hurt feelings and hostile behavior on the part of the employee. This absence of honesty is costly to the organization and to the employee being evaluated.

Another charge against the performance evaluation process as it presently exists in most organizations is that the process has outlived its usefulness because it is at best a oneway avenue of communications. The negative effects of this aspect of the performance appraisal process are held to include demoralization of employees, increased competition between fellow workers, and the pursuit of shortterm performance gains.

Some analysts charge that the prevailing personnel performance appraisal process is flawed because the structure of the process leads to ratings of employee behavior as opposed to ratings of employee performance. In this context, managers are urged to use specific and objective language in the conduct of personnel performance evaluations, to base such evaluations str

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tween evaluators and evaluees remain open. The subjectiveness of the prevailing personnel performance evaluation system is viewed as one of the most significant faults of the process. Another suggested change to the process is to shift the emphasis away from performance evaluation and toward performance management. Section 3 METHODOLOGY Introduction The research methodology that will be followed in the proposed study is described and explained in this section. Topics addressed in this section are research methods, tests and questionnaires, and data analysis. Research Methods A multilevel analytical design will be employed in the proposed study to test hypotheses related to the effects on the validity and effectiveness of personnel performance evaluations of managerial training and education. Assessments of the validity and effectiveness of personnel performance evaluations will be based on the comparative analysis of the perceptions of both managers and employees in the Department of Social Services of the City of New York. A sample of 50 managers, administrators, and supervisors will be selected through the application of random procedures. These managers will complete a demographic questionnaire that will dev
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Some common words found in the essay are:
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Approximate Word count = 2477
Approximate Pages = 10 (250 words per page)

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