Appraisals can make - or break - your court case

Article Abstract:

Performance appraisals become either the boon or bane of companies when disgruntled employees file lawsuits against their employers for any perceived form of unfair practice such as wrongful discharge. Employee evaluation must be fair and unbiased and must be performed in good faith in order for it to serve as defense of employers against any potential undue claim. Honest assessment must be clearly documented so as to prove that anti-discrimination laws are sufficiently met. Legal entanglements may be avoided by regularly conducting written assessments. Also, supervisors must be properly trained to handle appraisal activities and must observe truthfulness and frankness. A detailed evaluation of the weaknesses of an employee should be provided to employees who should be allowed to respond to such assessments. Finally, employers must be aware of the legal implications of performance appraisals to avoid costly litigations.

Methods, Employee performance appraisals, Performance appraisals

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Incentive training at First Service Bank

Article Abstract:

First Service Bank developed an innovative incentive program which helped the bank to increase productivity by 25.2%, reduce employee turnover by 50%, and increase assets by over 70%. The employee incentive program has also helped the bank to attract more sales-oriented professionals to the bank. The successful program is based on several ideas: connecting rewards and bonuses directly with job performance; providing the training necessary to achieve rewards and high performance; encouraging healthy competition; and promoting positive employee motivation.

Banking industry, Analysis, Management, Human resource management, Training, Employee motivation, Incentives (Business), First Service Bank

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