Computer assisted performance appraisal systems

Article Abstract:

Traditional methods of performance appraisals used by human resources in many organizations are inadequate, disorganized, and are often viewed by employees as unfair. Computer Assisted Performance Appraisal Systems offer an alternative solution that can reduce some of the problems encountered with traditional methods. Such systems permit managers to accurately update and evaluate information on employees, enable the formation of job descriptions more efficiently, and meet all legal guidelines by editing reports that contain words which may be construed as defamatory in nature.

Prepackaged software, Management, Evaluation, Systems management software, Organizational communication, Performance analysis software, Human resource management systems, Human resource information systems

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The complex issues of pay equity

Article Abstract:

The issue of pay equity is normative but it is difficult to implement effectively. What employers perceive as fair pay may not coincide with that of employees. Thus, employee attitudes should be considered and studied and salary surveys inside the company as well as covering those of competitors should be conducted. The salary structure of new recruits as against old employees and performance-based increases two particularly sensitive issues.

Employee Benefits & Services, Human resource management, Employee benefits, Pay equity

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Performance appraisals and pay-for-performance plans

Article Abstract:

Performance appraisals are management tools that can be used to help unproductive employees improve their performance and reward productive employees for their efforts. The tools are designed and implemented with the assistance of human resource departments. These departments will grow in scope and importance as the number of merit-based compensation programs that are tied up with performance appraisals increase.

Employee Evaluation, Human resource departments, Merit pay

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