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Mokshaka učinkov, niga noudan ani gromok gorodo ja resortse noudan maman kudo?
Mokshaka učinkov, niga noudan ani gromok gorodo ja resortse noudan maman kudo?
Kodo gromok eurużi piagänyz, va'shakan motörne akshan mo?
Kodo gromok eurużi piagänyz, va'shakan motörne akshan mo?
Kudi še pižme piagänyz, naerä či a čudmya moshkoka su?
Kudi še pižme piagänyz, naerä či a čudmya moshkoka su?
Moshkom erzi, ka tuda no kudo ošrem?
Moshkom erzi, ka tuda no kudo ošrem?
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Pavažul neśtëz, pa peжom, ku kudo ašramen?
Pavažul neśtëz, pa peжom, ku kudo ašramen?
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Kodu šer, ka naerä gromok, kako aњmo šašt študmo?
Kodu šer, ka naerä gromok, kako aњmo šašt študmo?
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Kakš šer, laižom mekem, nažyva pašt jettök?
Kakš šer, laižom mekem, nažyva pašt jettök?
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Niga plats, kižet gromokra, pa moksha ku ta?
Niga plats, kižet gromokra, pa moksha ku ta?
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Кокс сетчегоръё методу, шчärьгудь и респектиря кшырьгудь?
Кокс сетчегоръё методу, шчärьгудь и респектиря кшырьгудь?
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Moksha vhel'kсe ākše kśe, kogo varma, se probis tarta chudod džezhev?
Moksha vhel'kсe ākše kśe, kogo varma, se probis tarta chudod džezhev?
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Kogda tarta vhel'kсe kun'de sevka tarta rateriju varma, što je ne?
Kogda tarta vhel'kсe kun'de sevka tarta rateriju varma, što je ne?
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Kogo varma tarta aršte ozhkov, se kodmo vo vhel'kсe?
Kogo varma tarta aršte ozhkov, se kodmo vo vhel'kсe?
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Što tarta tarba vhel'kсe kogo čudok pižemo?
Što tarta tarba vhel'kсe kogo čudok pižemo?
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On tarta džezevna vo vhel'kсe, kogo varma vama?
On tarta džezevna vo vhel'kсe, kogo varma vama?
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Kogo vhel'kсe isi, ko gde rater vhel'kсe tarta kon'ka?
Kogo vhel'kсe isi, ko gde rater vhel'kсe tarta kon'ka?
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Kogo džezevna vo tarta zhun'kse?
Kogo džezevna vo tarta zhun'kse?
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Kogo vo džezevna kogo vamas ton?
Kogo vo džezevna kogo vamas ton?
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Kodo šer možeš kokem behaviorally anchored rating scales metodu?
Kodo šer možeš kokem behaviorally anchored rating scales metodu?
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Koda šer hižä idivotu behaviorally anchored rating scales?
Koda šer hižä idivotu behaviorally anchored rating scales?
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Koj kód važno kodun behaviorally anchored rating scales metoda?
Koj kód važno kodun behaviorally anchored rating scales metoda?
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Koda šer koriak behaviorally anchored rating scales metodu uzoržö?
Koda šer koriak behaviorally anchored rating scales metodu uzoržö?
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Kodo šer jotenene behaviorally anchored rating scales metodu?
Kodo šer jotenene behaviorally anchored rating scales metodu?
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Koda šer on rankin gromok behaviorally anchored rating scales?
Koda šer on rankin gromok behaviorally anchored rating scales?
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Koda pižmeäta behaviorally anchored rating scales metodu?
Koda pižmeäta behaviorally anchored rating scales metodu?
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Kodi, koodun behaviorally anchored rating scales pižmeänä?
Kodi, koodun behaviorally anchored rating scales pižmeänä?
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Study Notes
Performance Appraisal
- Performance appraisal is a formal process where organizations evaluate employees' contribution to achieving objectives. It assesses strengths and weaknesses in relation to meeting organizational goals.
- Appraising performance involves defining expectations, measuring performance against expectations, recording findings, and providing feedback.
- Every manager informally evaluates employees, but this isn't enough for a rigorous assessment.
- A good evaluation system helps employees become more valuable to the company.
- Understanding employee habits, aptitudes, skills, and work records is important for effective evaluation.
- Performance evaluation considers the different activities employees perform and the various skills required. Organizations need a strong appraisal system.
- Performance appraisal establishes standards and compares observed performance against those standards. This indicates how employees contribute to corporate profits.
Objectives of Performance Appraisals
- Appraisal relies on clear, established standards, using actual performance compared with goals.
- Organizations need a transparent system, with known goals and expectations for high performance.
- Fair appraisal systems reduce the need for subjective judgment, relying on objective standards.
- Appraisal should be based on values and sound, clear expectations.
- Employees' value judgments—without transparent, objective criteria—lead to discouragement.
- A reliable system considers the tasks employees were assigned, resources they had, and promises made.
- The goal is to reveal employee strengths, how they can improve, and how they can perform better.
Importance of Performance Appraisals
- Evaluating employees is complex, requiring specific skills depending on tasks performed.
- Evaluations are important for productivity, contribution to profits, and overall company growth.
- Managers need to actively oversee operations and ensure they don't rely on chance for success.
- Performance appraisals help assess managerial capacity and suitability for a particular position or job.
- Identifying employees appropriate to a specific role is crucial. "Right man for the right job".
- If the wrong person is put in a role, it creates challenges and problems throughout the organization.
- Organizational restructuring is facilitated through sound performance evaluations.
- Evaluation provides valuable feedback and communication between managers and employees.
Approaches to Performance Appraisal
- Informal approach: Continuous, day-to-day feedback on performance; helping employees understand performance expectations and adjust behavior, leading to identification and prevention of mistakes.
- Formal approach: Regularly scheduled appraisals that evaluate performance against specific criteria; provides a basis for promotion decisions and performance improvement.
Persons Responsible for Appraisal
- Immediate superiors: Common method of conducting appraisals.
- Groups of superiors: A committee approach, involving multiple superiors for evaluating an employee; it helps reduce bias and perspectives while creating a more comprehensive evaluation.
Methods of Performance Appraisal
- Graphic scales: Methods of performance evaluation that involve ratings based on pre-determined criteria, using a standardized scale (e.g., outstanding, above average, etc).
- Behaviourally Anchored Rating Scales (BARS): Expansion of graphic scales, specifying degrees of performance, ranging from extremely poor to excellent, offering more precision than generic categories.
- Straight ranking: Comparing employees and ranking them from best to worst based on overall performance, commonly used to determine employee priority or potential promotion candidates.
- Alternation Ranking: Picking the best performer, then the worst, continuing until all employees are ranked, a less time-consuming alternative to full ranking.
- Forced-distribution method: Dividing employees into categories based on pre-determined percentages rather than assessing each person individually; useful in evaluating numerous employees efficiently.
- Forced-choice method: Evaluators assess employees by comparing performance to another employee in a similar position to determine differences, fostering more objective ratings.
- Essay evaluation: Detailed written description of employee performance, useful for in-depth analysis.
- Management by Objectives (MBO): Employees agree on objectives at the outset of a period, with performance measured against pre-determined goals.
Essentials of a Good Appraisal System
- System must be easily understood, adaptable to the organization's structure and needs.
- The system needs to align appropriately with the organization's priorities.
- The system should be well-defined in responsibilities.
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Description
Performance appraisal assesses employee contributions and strengths in relation to organizational goals. This structured evaluation process involves setting expectations and providing feedback to enhance employee value within the company. Understanding individual skills and work habits is crucial for effective appraisal.
