سال انتشار: ۱۳۸۳
محل انتشار: دومین کنفرانس بین المللی مدیریت
تعداد صفحات: ۱۹
Ebrahim Soltani – Department of Management Science , Strathclyde Business School , Glasgow, UK
Robert van der Meer – Department of Management Science , Strathclyde Business School , Glasgow, UK
Terry M Williams – Department of Management Science , Strathclyde Business School , Glasgow, UK
There is prima facie evidence that potentially major changes were taking place, or are being planned, in the way the employees’ performance is appraised . In an attempt to clarify such changes,this paper sets out to examine the nature and to probe the significance and implications of these develoipments. in this light , these issues have been tackled from a theoretical perspective. it argues that rather than its being seen as technical readjustments prompted by immediate concerns with competition and effecincy , appraisal is an integral part to what has been identified as HRM. Specifically , the aims are four-fold : first , to discuss the origin, definition, and purposes of performance appraisal ; second , to present methods of appraising performance, followed by analysing effectiveness of the current performance appraisal systems in place from which the main criteria of an effective perfomance appraisal can be extracted; third. to consider the main emplications for practitioners by outlining the critical steps for develioping an effective performance appraisal ; and fourth and finally,to examine the implications for future research.