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Submitted by thinhnguyenmail on July 11, 2008
Category: Business
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The layout of the paper is not displayed correctly, and there are also graphics in the paper that cannot be uploaded on this site.
Performance Appraisals
August 28, 2007
Table of Contents
Table of Contents……………………………………………….…………...pg 02
Abstract………………………………………………………….…………..pg 03
Introduction…………………………………………………….……………pg 03
Real Methodology…………………………………………….……………..pg 06
Ideal Methodology…………………………………………….…………….pg 08
Results……………………………………………………………………….pg 10
Conclusions………………………………………………………………….pg 16
Recommendations…………………………………………………………...pg 17
References…………………………………………………………………...pg 19
Appendix A………………………………………………………………….pg 22
Abstract
Performance appraisals can be executed in variety of manners; however, we decided to examine what type of performance appraisal system appeared most fair and accurate to those being evaluated. Our hypothesis centered on the assumption that a multi-rater performance appraisal is perceived by employees to be a more accurate and fair assessment of performance than appraisal methods conducted by one evaluator. In addition, we believe that after a certain optimal level of evaluators performance appraisals become less accurate, less fair, cumbersome, and inefficient. We used a non-probability convenience sampling technique and handed out paper questionnaires to group member’s co-workers, friends, relatives, CSUEB’s...
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