Prepare for a performance appraisal

Article Abstract:

An appropriately conducted performance appraisal that relies on factual data is a key factor in keeping a company informed on how well its employees are doing their jobs. Preparation for an appraisal is a critical step for managers. When preparing, managers should resolve several questions and issues, including identifying primary job functions and specific activities critical to those functions, identifying key events in the evaluation period, and reviewing previous appraisals. The goals of primary performance appraisals are the reinforcement of effective job behavior and the alteration of poor behavior. Reaching these goals is partly dependent on acceptance of the evaluation by employees. Steps that can increase employee acceptance of the evaluation include: giving employees adequate notice; asking employees to list good and bad events prior to the appraisal; and telling the employees that the appraisal is based only on job behavior and not on personality.

Methods, Employee performance appraisals, Performance appraisals

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Subtle discrimination pervades corporate America

Article Abstract:

Organizations currently are being asked to cope with change at a time when a larger number of workers are older. Typically, older workers are not valued in the US, and companies may believe, inaccurately, that older workers cannot cope with alterations in work practices. Firms interested in countering the negative attitudes associated with 'ageism' can implement eleven practices and policies including: recognizing that ageism exists; providing praise to older employees who are trying to cope with change; and providing guidance to older employees.

Aged, Employment, Elderly workers, Employment discrimination

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