Posted by Mariano Bernardez - PIGNC on October 30, 1998 at 08:46:21:
In Reply to: appraisal systems posted by Adam Share on October 26, 1998 at 05:26:07:
Dear Adam:
I suggest you to explore multi-level appraisal systems based on 180 to 360 degrees Feed Back approaches.
Although the 360 Feed Back has not been designed for performance appraisal, the idea of considering peers -internal clients- , collaborators and external parties could enhance the system pretty well.
On that subject I strongly recommend to you reading :
Edwards & Ewen - 360 Feed Back - AMACOM, ISBN 0-8144-0326-3
John E. Jones and William Bearley - 360 Feed Back - HRD Press - ISBN 0-87425-356-X
Both can be obtained accessing Amazon or Barnes & Noble or Borders through this Page on The Books section.
I would also suggest to you using the Assessment Center method for potential performance appraisal and also when the performance appraisal is linked with coming promotions.
Clear performance standards and objectives linked with organization plans , strategies and vision are also esential parts to be considered in a good performance appraisal system, and when conducting an HR Audit are usually the most common pitfals of the PA sistems.
On that issue, I recommend you to read:
Roger Kaufman - Strategic Thinking
and the article published on the Articles section of this Page about writing clear performance objetives by Fred Nickols
Hope this to be useful for your purposes.
Best regards
Mariano Bernardez, PhD
President
PIGNC, ISPI
www.pignc-ispi.com