Accuracy and due process perspectives were used to extend policycapturing research concerning employment discrimination case law. TWo-hundred ninety-five usable U.S. Circuit Court decisions concerning performance appraisal were located from 1980-1995. In both chisquare and multivariate LOGIT analyses, decisions were explained by: use of job analysis, provision of written instructions, employee ...

Performance appraisal of employee is important in managing the human resource of an organization. With the change towards knowledge-based capitalism, maintaining talented knowledge workers is critical. However, management classification of “outstanding”, “poor” and “average” performance may not be an easy decision. Besides that, superior might also tend to judge the work performance of their su...

This study assessed the effect of performance appraisal on employees in Nakuru County Government, Kenya. Descriptive research design was applied. The target population 94 staffs Government. researcher used census technique involving all purposively identified respondents. selected respondents included county ministers, chief officers, sub administrators, ward administrators and members public s...

Health care professional are becoming more involved in performance management as hospital restructure to increase effectiveness. Although they are hospital employees, they are subject to performance appraisals because the hospitals are accountable to patients and the community for the quality of hospital services. The purpose for having a performance appraisal program in hospital is to monitor ...

Non-governmental organisations (NGOs) are playing an increasingly important role towards development of Bangladesh by providing a range of services, i.e. poverty alleviation through micro-credit, employment, women empowerment, ensuring education and health, etc. As a service providing organisations, NGOs’ performances are dependent on their human resources as retaining high quality human resour...

Behavior analysts in human service agencies are commonly expected to train support staff as one of their job duties. Traditional staff training is usually didactic in nature and generally has not proven particularly effective. We describe an alternative, evidence-based approach for training performance skills to human service staff. The description includes a specific means of conducting a beha...