The TWM site is dead. If you click through you will be taken to the Internet Archive site to find an archived copy.
“Do you have an annual appraisal system? Why? Before expending energy on a process so complicated and potentially controversial, it makes sense to ask what you hope to achieve. Most companies do not know why they have one. They just do.
What is an appraisal for? To provide feedback? To provide a measure of `how you are doing’? To identify prospects for promotion? To decide on salary levels? To keep personnel managers employed? With the exception of the last – and I have nothing against personnel managers – these are all worthy reasons. The problem is that among all these reasons, the last objective is usually about the only one an appraisal system meets. Few of them are really directly linked to salary reviews, and some are even kept as separate as possible from them. Even fewer are used to identify promotion potential.
So what about giving feedback? If appraisal systems really did this, they would be worth all the money they cost. Feedback is vital…”
Author: David West
Source: TheWorkingManager.com
Subjects: Management, Organizational Behavior
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