effectiveness of modern technolgy in the academic performances

Topics: Human resource management, Performance appraisal, Human Pages: 10 (2666 words) Published: October 7, 2014
PERFORMANCE APPRAISAL OF BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION GRADUATES STUDENTS OF UNIVERSITY OF RIZAL SYSTEM ANTIPOLO CAMPUS BATCH 2010

An Undergraduate Thesis
Presented to the Faculty of the
College of Small Scale Industry
University of Rizal System
Antipolo City

In Partial Fulfillment
Of the Requirements for
the Degree Bachelor Science of
Business Administration
major in Human Resource Development Management

CHRITIAN ASEO OSERA
GIDEON GIL JOCSON REGIS
AMRY CLEMENTINE MENDOZA SAN JOSE
VAN NIXON LAMPONG VALOIS

August 2014

Chapter 1
THE PROBLEM AND ITS BACKGROUND
Introduction
The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management.

According to 42 Code of Federal Regulations CFR 24.7 – Performance Appraisal System. The members of the service shall be subject to a performance appraisal system which shall be designed to encourage excellence in performance of the members  Civil Rights Act of 1964, the Equal Pay Act and the Age Discrimination in Employment Act of 1967, intersect with good human resource practices. But there are actually no laws, state or federal, that explicitly govern how an employee review should be carried out. When developing an employee evaluation system, smart employers keep discrimination law in mind. Employee must have qualities to communicate effectively both oral and written, being mature and capable of giving self-advise. They must have above average intelligence in a certain work. A performance appraisal is a review and discussion of an employee's performance of assigned duties and responsibilities. The appraisal is based on results obtained by the employee in his/her job, not on the employee's personality characteristics. A performance appraisal, also referred to as a performance review, performance evaluation, development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. In business most of the employers look at the characteristics, experiences of a person they will hire and last is the type of person that is qualified and can be hired. Managers, who don’t know any better, make performance appraisals into a one-way lecture about how the employee did well this year and how the employee can improve. Once a manager tells an employee about problems with their work or failures in their performance, employees tend to ‘not hear’ anything else the manager has to say that is positive about their performance. So, it is a combination problem. The best performance appraisal are a two-way discussion and focus on the employees assessing his or her performance setting his or her goals for improvement. The goal of the review process is to recognize achievement, to evaluate job progress, and then to design training for the further development of skills and strengths. A careful review will stimulate employee’s interest and improve job performance. The review provides the employee, the supervisor, the Vice President, and Human Resources a critical, formal feedback mechanism on an annual basis, however these discussions should not be restricted solely to a formal annual review. “Performance stand out like a ton of diamonds. Non performance can always be explained away. “ It is true that a worker or employee must do his responsibility in order to help the company achieve their aspiration for growth. They were the one who perform such works for the company’s aims and they are ought to do it with respect to the company’s philosophy, goals and objectives for the said efficient attainment of working performance. There is, says Dulewicz...
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