Performance Evaluation
CEO

From: Non-CEO

e: Internal Performance Evaluation System

Purpose of the Evaluation System

For the company Whole Foods, an internal performance evaluation system should be in place to ensure that the company maximizes its success and profitability. A performance evaluation system is necessary in order to implement internal control on the managers who work within the company. There are several reasons for this. It is important to remember that with a formal performance evaluation system the company insulates itself against the risks posed by wrongful termination or discrimination lawsuits, since the company can support all personnel decisions with empirical data. Landy (1978) notes that performance evaluation can also help the company to identify goals, eliminate weaknesses and provide supervisors with accurate measures of subordinate performance, not to mention improving the perception of procedural fairness in personnel decisions.

The industry is the grocery retail industry, and there are a number of measures already in place.…...

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References

BSI. (2014). Balanced scorecard basics. Balanced Scorecard Institute. Retrieved June 14, 2014 from  http://balancedscorecard.org/Resources/AbouttheBalancedScorecard/tabid/55/Default.aspx 

Cornett, J. (2014). The effects of employee appraisal on motivation. Global Post. Retrieved June 14, 2014 from  http://everydaylife.globalpost.com/effects-employee-appraisal-motivation-39381.html 

Gjerde, Kathy A. Paulson and Hughes, Susan B. (2007). Tracking performance: when less is more Management Accounting Quarterly. Retrieved from  http://www.imanet.org/PDFs/Public/MAQ/2007_Q4/2007MAQ_fall_hughes.pdf .

Landy, F., Barnes, J. & Murphy, K. (1978). Correlates of perceived fairness of performance evaluation. Journal of Applied Psychology. Vol. 63 (6) 751-754.

Performance Evaluation Critique
Several years ago Arrow Electronics instituted an Employee Performance eview (EP) system. However, the process was not providing the CEO. Steve Kaufman, the results that he had hoped for when it was instituted. The original goal of the EP system was to help identify those individuals within the company whose performance was outstanding and whose career should be accelerated. It was also designed to pinpoint those who would be better pursuing their career elsewhere. The EP system created turmoil in the organization as it was felt that managers did not rate their employees fairly and honestly. Neither the managers, nor the employees were happy with the system. The following will critically assess the EP system and will suggest recommendations to improve it.

Problem Identification

The evaluations were to be filled out by branch managers regarding their employees. The valuations used a Likert scale that asked the branch managers to subjectively…...

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References

SCOTT, E. & MADSEN, S. 2009. Evaluation of Managers:

The Challenges of Employee Evaluation of Managerial Staff Through The Use of Performance Ratings. Woodbury School of Business. Working Paper 2-09. [Online]. Available at:   [Accessed 19 November 2011].http://www.uvu.edu/woodbury/pdfs/workingpapers/Working%20Research%202-09.pdf 

BURTON, P., WU, Y., & PRYBUTOK, V. 2010. Social Network Position and Its Relationships to Performance of IT Professionals. Informing Science: the International Journal of an Emerging Transdiscipline.13: 121-137.

Once this happens, is when these kinds of attitudes can begin to affect others around them.
Compare and contrast at least three common performance evaluation methods used to analyze performance data after it has been gathered.

Three different performance evaluation methods include: self-evaluation, the 360 degree approach and critical incident analysis. Self-evaluation is when the employees will rate their performance. This can be used with the manager's evaluation to understand what areas are being overlooked by the individual. The 360 degree evaluation is when other departments inside the organization are reviewing the performance of the employee. In this case, the basic idea is to receive different viewpoints about what issues are affecting employee performance and to identify the strengths of the individual. This is different from self-evaluation by not seeking out the opinions of the person being evaluated and it is studying other beliefs in the process. Critical incident analysis is…...

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References

Performance Appraisal Biases. (2012). Management Study Guide. Retrieved from:  http://www.managementstudyguide.com/performance-appraisal-bias.htm 

Anderson, a. (2012). Methods of Performance Evaluation. Chiron. Retrieved from:  http://smallbusiness.chron.com/methods-performance-evaluation-1869.html

Performance Evaluation Methods for Instructors:
Similar to the workplace, performance evaluation is an important aspect for the classroom environment in which the instructor is the rater and the students are the ratees. In today's classroom, instructors use basic combination of papers, tests, exams, cases, and class participation as the basis for assessment and then provide the formal appraisal in the form of a grade. Notably, a comprehensive student appraisal consists of various methods of evaluating performance in order to obtain a wider picture of the student's needs and the areas he/she needs improvement. In addition to providing a broader perspective on student's performance, the use of various performance evaluation methods enables the instructor to make recommendations to support the development of the student. In Human esource Management, there are various performance evaluation methods that have been developed to help employers in assessing the performance of their employees. In the same manner…...

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References:

"Alternative Assessment." (2004). Assessing Learning. Retrieved September 26, 2012, from  http://www.nclrc.org/essentials/assessing/alternative.htm 

Nowack, K.M. (n.d.). 360-Degree Feedback: The Whole Story. Retrieved September 26, 2012,

from http://www.star360feedback.com/360-degree-feedback-the-whole-story

"What Should Parents Know About Performance Based Assessment?" (2010). Project

Performance Evaluations
In any sector, it is important to conduce performance evaluations to ensure worker productivity and to assess what changes, if any, need to be made to process or administration. According to Lawrence (2004), performance evaluations are important "to monitor employees' performance, motivate staff and improve company morale," (p. 1). Ironically, though, most employees dread evaluations because they can be stressful. The best way to create stress-free performance evaluations is to be clear about the objectives and parameters of the evaluation, prepare fully, and solicit employee input (Miller-Merrell, n.d.).

It is important to set goals and objectives for the company for obvious reasons: the company needs to meet its objectives and employees are integral in fulfilling that aim. In law enforcement, as well, setting goals and objectives establishes role clarity and helps maintain a high standard of performance. Performance evaluations help employees know exactly what is expected of them, while allowing…...

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References

Lawrence, P. (2004). The importance of having a performance appraisal program. The Trusted Professional 17(4): Retrieved online:  http://www.nysscpa.org/trustedprof/1104/tp29.htm 

Miller-Merrell, J. (n.d.). Why are performance reviews important? Do they really work? Retrieved online:  http://blog.eskill.com/important-performance-review/

Productivity or the quantity of work is one of the most important evaluation criteria. This is because employees have work quantity objectives that must be reached. In case these objectives are not reached within the given period of time, it means the employee has certain difficulties reaching these targets or that the objectives have not been established in accordance with his possibilities.

The quality of work is also an important criterion that is usually taken into consideration when evaluating employees' work. The quality of employees' work is reflected in the quality of the products or services the company produces.

Communication is very important in all work processes, which makes communication skills a very important criterion in assessing employees' performance. When working in a team or when collaborating with several departments, communication must be placed within normal parameters.

The importance of interpersonal skills, professional behavior, and initiative is of lesser importance in comparison with…...

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Reference list:

1. Grote, D. (2002). The Performance Appraisal Question and Answer Book: A Survival Guide for Managers. Retrieved August 30, 2010 from  http://books.google.ro/books?id=rLPEs4wveyUC&printsec=frontcover&dq=performance+appraisal&source=bl&ots=xAJaXFjNJJ&sig=BOOG6SPpFcHa_pSE7GHYcZfYwVQ&hl=ro&ei=nxd8TIuMHNm5jAfm1d3TDg&sa=X&oi=book_result&ct=result&resnum=11&ved=0CFYQ6AEwCg#v=onepage&q&f=false .

It transpired that this referred to my ability to use communications technology effectively and to the best of my ability. Besides many positive points about my working performance it was pointed out to me that I was not making adequate use of the internet and email as well as networking software to increase my contacts and sales.
I was at first embarrassed by what appeared to be stern criticism of my work. My superior however was quick to point that this was not a criticism but rather an aspect of my work profile that could easily be addressed. He added that if I was to improve in this area my next assessment may lead to a promotion.

I have benefitted from the evaluation in a number of ways. In the first instance instead of feeling devalued, the assessment in fact bolstered my sense of self-motivation. I felt galvanized to improve my…...

Performance Apprasials
Unfair performance evaluations - lower productive employees getting good reviews because they are friends with management staff.

Unfair performance evaluations can do a lot of damage to an organization. They lower morale among those employees who are disadvantaged by the favoritism will ultimately develop higher intentions to quit and this can led to increased employee turnover. Effective use of an evaluation program has been shown to be able to reduce stress and an employee's reduce their intentions to quit and turnover rate (Avey, Luthans, & Jensen, 2009). There are many problems associated with traditional performance appraisals which have prompted the development of newer systems. The 360-degree evaluations has emerged and the feedback that an employee gains in this system is far more comprehensive that the traditional model. Not only does the employee receive the same top-down evaluation, but in addition they also receive evaluations from their peers as wells…...

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Works Cited

Avey, J., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 677-693.

As a consequence, investors may suffer.
Importance of the Study

It is necessary and pertinent to discuss the importance of any study, and this particular study is important to many people across many countries. Not only does it have importance for people who are trusting people with their pension and hedge funds in Germany, but it also has importance for people who are considering a career working with these funds and those who are currently serving in the capacity of brokers and advisors. The reason behind this is that hedge funds are not going to disappear, and people have to understand how they work and what they are for so that they do not harm their own investments or others' investments moving forward. It is possible that, in the future, new and better ideas for pension funds and hedge funds will come about.

Also important is being able to identify the people…...

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REFERENCES

80 years of social insurance. (2004). eska sprava socialniho zabezpe-eni. Retrieved October 29, 2008, from: www.cssz.cz/NR/rdonlyres/4A1C1E3E-2A27-49F6-A9BD-F863C843731A/0/publikace_80letSP_aj.pdf

Accredited investors. (2000). U.S. securities and exchange commission. Retrieved October 29, 2008, from:  http://www.sec.gov/answers/accred.htm 

Bacon, C. (2007). Advanced portfolio attribution analysis. London, England: Risk Books.

Bertot J. (2001). Measuring Service Quality in the Networked Environment: Approaches and Considerations. Library Trends, 49(4):758-775.

Citibank
Financial -- Above par

Strategy Implementation -- Above Par

Customer Satisfaction -- Below Par

Control -- Par

People -- Above Par

Standards -- Above Par

Overall Evaluation -- Above Par

The overall approach for feedback is to be honest. You are an adult, dealing with an adult. We need to treat it like a management issue, not a human resources issue. Optimizing the customer service score, for example, may not be the best way to run the branch.

The approach is to walk through each of the points on the form one by one initially, giving more or less equal time to them all. So there will be an initial, structured sequence that we use, and we would want to use the same one for all of our managers. But after that, the discussion needs to be unstructured, because that is where the really good exchange of ideas comes from.

Then, because customer service is the only Below Par…...

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Reference

Davila, A. & Simons, R. (1997). Citibank: Performance evaluation. Harvard Business School 9-198-048

Human resource is a function in companies that are designed to maximize the performance of employees in line with strategies that are stipulated by the employers. It is focused on how employees are managed within the companies focusing on systems and policies (Collings & Wood, 2009). The human resource units and departments are responsible for activities such as employee development, recruitment and training, rewarding and performance appraisal. This essay endeavors to talk about human resource management and assess the impact of labor markets, cultures, and nature of globalization on human resource.
Compare and contrast the differences between international and domestic HM.

First, domestic human resource management is concerned with managing personnel in one nation while international human resource management is concerned with managing employees from different countries. They may include those from the host country, company's home country, and employees from the other countries. Secondly, domestic human resource management is less complicated…...

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References

Collings, D.G., & Wood, G. (2009). "Human resource management: A critical approach." In D.G. Collings & G. Wood (Eds.), (pp. 1-16). London: Routledge.

Mathis, R.L., & Jackson, J.H. (2003). Human resource management (10th ed.). Mason, Ohio: Thomson/South-western.

Mondy, R.W., Noe, R.M., & Gowan, M. (2005). Human resource management (9th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.

Rowley, C. (2008). Globalizing international human resource management. London: Routledge

Job Evaluation Skit
Damian, the narrator: Let's face it: Job evaluations usually fall somewhere between high drama, comedy, and having your teeth pulled. That's mainly because most bosses and employees approach job evaluations in the wrong way. Attitudes towards the job evaluation, as well as misunderstandings about the purpose of the evaluation, can lead to a great deal of unneeded anguish for both the reviewer and reviewee. Let's watch this interaction between Knowlton, a new employee and Jessica, his boss, to see exaclty what can go wrong at job evaluation time. Here's a hint: Try to discover what Jessica and Knowlton's underlying attitudes about the job evaluation.

Jessica is sitting behind a desk, with Knowlton's work evaluation sitting in front of him. Jessica's attitude is pompous and condescending. Knowlton seems nervous, and is jumpy and twitchy).

Jessica, boss: ell, it looks like it's job evaluation time again, Knowlton (smiling condescendingly).

Knowlton, employee: I guess…...

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Works Cited

Office Space. 1999. Director: Mike Judge. Starring: Ron Livingston, Jennifer Aniston.

Managers and the Performance Evaluation ProcessIntroductionThe performance evaluation is an important part of management, but managers themselves can be reluctant to perform this task. One of the reasons why is that it requires the manager to be critical with respect to how an employee is doing. Even though metrics exist and the process should be relatively clinical, there is still a touch of humanity that runs through; if the performance evaluation goes well, both manager and employee can be happy. But if it goes poorly, hurt feelings and frustration can be felt on both sides. It can create rancor and low morale in the workplace if it festers. This paper will look at this topic from various sides, such as what traits make an effective manager with regard to this process, elements of a successful performance review, and what an evaluation may look like.Why Some Managers Dislike the Performance Evaluation…...

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References

Aguinis, H., & Burgi-Tian, J. (2021). Talent management challenges during COVID-19 and

beyond: Performance management to the rescue. BRQ Business Research Quarterly, 24(3), 233-240.

Camilleri, M. A. (2021). Using the balanced scorecard as a performance management tool in

Managers and Performance Evaluation
The fact that so many managers dislike performance evaluation is as old and common as human nature itself. Performance evaluation is so disliked by so many because it requires that one take a long and hard look at oneself and engage in the process of problem-solving and making changes. Finding solutions and making changes are two of the most difficult challenges to face human beings because it forces them to dig deep and engage in a process that doesn’t always have the clearest of steps and which may or may not be successful. However, performance evaluations are necessary because they force leaders in the workplace to make necessary changes and to find solutions for problems that are undermine the growth, development and success of the company. Regardless of a manager’s discomfort, performance evaluations at regular intervals are crucial to the success of the company. This paper will…...

ABC power when doing their performance evaluations. The first problem is they are attempting to use one form for both exempt and non-exempt employees. In the performance appraisal arena one size just doesn't fit all. "The best approach is to have separate forms designed for the four key job families: Managerial/Supervisory, Professional/Technical, Administrative / Operations, and Sales. Appraisal forms should assess only two areas: behaviors and results" (Grote, 2001).
In other words they should focus on the how and the what of job performance.

The first part of the appraisal form should be dedicated to evaluating the individual's performance against the competencies that an organization has determined as vital to success. Competencies is the encompassing term that is used to portray those abilities, talents, proficiencies, qualities, attributes and aptitudes that associate with superior job performance and predict success in organizational life. The best way to assess any person's performance in the…...

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References

Berg, S. (n.d.). Should pay raises be tied to performance? Retrieved from  http://www.courtsideconsulting.com/Documents/Perf%20reviews%20and%20pay%2 

0 raises%20article.pdf

Grote, D. (2001). Is there a perfect appraisal form? Retrieved from  http://www.groteconsulting.com/resources/pdfs/HR_Briefing -

Is_There_A_Perfect_Appraisal_Form.pdf

I. Introduction
A. Definition of internal governance procedures
B. Importance of internal governance in a care home setting
II. Leadership and management procedures
A. Structure of leadership roles in a care home
B. Training and development of staff members
C. Communication channels within the organization
III. Compliance procedures
A. Regulatory requirements for care homes in England
B. Monitoring and auditing processes
C. Policies and procedures to ensure compliance with regulations
IV. Risk management procedures
A. Identification and assessment of risks within the care home
B. Strategies for mitigating risks and ensuring resident safety
C. Incident reporting and investigation procedures
V. Quality assurance procedures
A.....

I. Introduction
A. Briefly introduce the concert you attended
B. Include the date, venue, and name of the performer(s)

II. Background Information
A. Provide background information about the performer(s)
B. Discuss their achievements and previous work

III. Performance Evaluation
A. Discuss the overall atmosphere of the concert
B. Describe the audience's reaction and engagement
C. Analyze the performer's stage presence and charisma

IV. Musical Analysis
A. Describe the musical genre or style of the performance
B. Discuss the instrumentation and the sound quality
C. Analyze the technical skills of the performer(s)
D. Comment on the song selection and arrangement

V. Highlights
A. Highlight the....

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