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A Guide To Management Appraisals

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Discuss elements of a good appraisal systems and determine the elements that should be present in the appraisal system.

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https://brainmass.com/business/human-resources-management/a-guide-to-management-appraisals-170772

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Hi,

Your subject deals with one of the most hated processes in Corporate America. I know this from my own experience working for a Fortune 50 company. My experience was at both ends, an employee being appraised and a manger doing the appraising.
Some of the references I am sending you show this in more detail.

I wish you the best in completing your assignment .

Thanks for using BrainMass.

Performance Appraisal System

Typical Appraisal System

The Puzzle of Micromanaging Managers

When we bog senior staff down with mind-numbing procedures, we clearly aren't giving them the trust and support they deserve Think, for instance, about the typical corporate performance-review process. As an HR person myself, I would think that a critical priority would be to implement the simplest and most time-effective performance-appraisal system ever. But that's not always what I see. Companies heap process on process and form on top of form, tying up managers' (and their teams') time. And that's a mistake. If we don't trust our managers to manage well, maybe what we need is new managers (or more trusting executives) rather than another time-sucking process.
There are countless ways companies force employees into pointless exercises. Many corporate expense-reimbursement policies, for instance, are written with a strong tone of "we don't trust our managers, much less our employees, to manage expenses wisely without explicit guidance." All that explicit guidance, naturally, translates into hours and hours of clerical time, as expense vouchers are checked against 35-page-long expense-reimbursement ...

Solution Summary

The Puzzle of Micromanaging Managers

When we bog senior staff down with mind-numbing procedures, we clearly aren't giving them the trust and support they deserve Think, for instance, about the typical corporate performance-review process. As an HR person myself, I would think that a critical priority would be to implement the simplest and most time-effective performance-appraisal system ever. But that's not always what I see. Companies heap process on process and form on top of form, tying up managers' (and their teams') time. And that's a mistake. If we don't trust our managers to manage well, maybe what we need is new managers (or more trusting executives) rather than another time-sucking process.

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