Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees Performance appraisal systems can be stressful and ineffective (Clark, 2011). 5. Structure of performance appraisal systems The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in

The Navy's HRM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HRM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and

Employee Motivation in Global Economy Motivation is the key to success in every organization regardless of the nature of work in which it is involved. This is because employees today are no longer the 'hired hands' of organizations but are instead viewed as human capital that is essential for long-term success of the firm. Every organization therefore believes in extracting the best out of this capital and for this purpose motivation

However, as Murphy (2008) notes, these original scores, and the weightings, are given by biased humans who may have another agenda than simply giving the most accurate appraisal possible. In addition, there is also the question about whether a truly accurate (when negative) appraisal is the best course of action due to the possible negative consequences. Management by Objectives (MBO) Sudarsan (2009) surmises that, in the past, researchers have concluded that

assist the line managers and their employees on the correct approach for the creation of individual development plan (IDP). The document provides a step by step guide, aiming to support both the employee and the supervisor in the process. The IDP is a focus on the needs and career aspirations of the employee, but should be considered a strategic tool not only for the employee to realise their ambitions,

A very important point is that online learning can be done individually or in groups (for example video conferences). 6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a