Performance Appraisals

Performance Appraisals

2008

Performance Appraisals

Career Development

Traditionally , people consider `career ' as one 's advancement through life , especially in a profession or occupation (Heritage , 2001 However , this traditional perception is no longer correct to describe the nature of careers in the 21st century . This is because in this century we cannot consider a career as a linear , systematic advancement up the corporate ladder since the notions fail to take into account the environment where people work - an environment that suggests unprecedented rates of change . The condition further suggests three

br ideas on career development activities , which based on work experience job performances , and changing of both external and internal conditions

The most significant consideration for career development is the changing of both external and internal conditions . In particular , major factors that have the transformational effect on work and careers development fall into three areas : economy , technology , and organizational culture

The economy : globalization of business activity and competition has lead to increased productivity demands and an emphasis on cost reduction

New Technology : formerly labor-intensive processes are being automated and computing is changing the speed and volume of communication and information

Organizational culture : this ranges from privatization , increased investor sophistication and power , refocusing around core business activities , downsizing and de-layering , devolvement of more responsibilities to employees , looser structures , higher rates of restructuring , and more use of outsourcing and temporary staff (Heritage , 2001

Therefore , the three changing factors have direct implication in today 's business environment such as there will be more career transitions for more people , lots of training are required to meet both personal career and business management skills . Moreover , training will play significant role since business continues to be specialized that need specific skills as well

The second idea is work experience . This is most common idea that many organizations implement in which a person who serves a company within a long period will likely to be promoted quicker than that that came later

The third idea is to develop career development based on the job performances . In this method , a person who performs best achievement in a division will likely to be promoted sooner that that who underperformed although the underperformer has worked in the company longer than the best performer

Concerning the job performance , this will discuss different types of performance appraisals as they pertain to the work place , brief of them , pros and cons of each , and how each of the method applied to different professions

Different Types of Performance Appraisals

Rewards , incentives and appraisals are three things that have similar intention but have different meaning . According to Babylon .com , rewards mean prize , payment , compensation . Incentives mean stimulus , inducement and encouragement while appraisals mean estimation of value or assessment . All the three words intend to maintain the good performance of employees or in many cases , the companies conduct this kind of assessment try to increase the employees ' job performance

Bill Coleman (2008 ) reveals the underlying reasons behind this situation are many organizations now decide to conduct...