How to do a Performance Appraisal Process
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Performance appraisals…few really like them and fewer still are very good at conducting them. It takes a tremendous amount of time to do them well. Time that quite frankly many managers just don’t view as profitably spent. As a result, this long, arduous task is often put on the back burner until the last possible moment and then squeezed in between a docket full of “important” meetings. Consequently, evaluations are often based on what a supervisor thinks (or worse yet, feels), not what he/she observes. Conflict and defensiveness so plague the system that many have advocated tossing out the entire dysfunctional process! Even if appraisals were eliminated, some means of evaluating employee performance must emerge. At its core, an organization’s performance appraisal system is one of its most important strategic managerial activities!
This session will stress the key purposes of a well-designed performance appraisal system and how to overcome the many pitfalls that can undermine the process.
Key purposes of a well-designed performance appraisal system
How to overcome the many pitfalls that can undermine the process
Address the issues of strategic alignment, accountability, motivation and training
Dr. Merritt has been teaching for over two decades; it is one of her passions! As a result of her dedication to her students and the educational process, Deanna is an honored recipient of the distinguished Excellence in Teaching and the Innovative Teaching Awards. Beyond the classroom, she is actively involved in research and writing on those topics of greatest relevance to organizational professionals in today's competitive marketplace. Recent work includes exploring strategies for building organizational trust, developing cooperative organizational relationships and creating an environment where creativity and innovation can thrive. She presents her work at both academic and professional meetings. She is blissfully married, with 2 teenagers and a dog!