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July 25, 2011
Evaluation programs are a major function of human resources management in most businesses. According to our text, Human Resource Management, by John M. Ivancevich, a performance evaluation benefits both the organization and the subordinates whose performance is being appraised. For the organization, performance evaluation is a management information system that provides input into all aspects of human resources management. For an individual employee, it provides feedback about performance (2010).
I currently work for Nobel Learning, a private preschool and elementary school, as a teacher. As a teacher, in the state of North Carolina, I am evaluated annually by both my school’s principal and the state. Our parent company uses a combination of two evaluation methods, including the behaviorally anchored rating scale and the critical-incident appraisal. The behaviorally anchored rating scale or BARS method of performance appraisal is designed to assess behaviors required to successfully perform a job. According to Erica, our corporate job analyst, the focus of BARS is not on performance outcomes but on functional behaviors demonstrated on the job. The primary assumption is that these functional behaviors can and will result in effective job performance.
Our BARS system uses a job dimension, or simple statement, to mean broad categories of duties and responsibilities that make up ones job. Scale values or anchors appear on the left ha...