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  2. Performance appraisal - Wikipedia

    en.wikipedia.org/wiki/Performance_appraisal

    A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

  3. The case against performance reviews: It’s time for bosses to ...

    www.aol.com/finance/case-against-performance...

    About 66% of employees were strongly dissatisfied with their organization’s performance reviews, and 65% believe that the assessment wasn’t even relevant to their jobs, according to a 2015 ...

  4. 360-degree feedback - Wikipedia

    en.wikipedia.org/wiki/360-degree_feedback

    360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.

  5. Performance rating (work measurement) - Wikipedia

    en.wikipedia.org/wiki/Performance_Rating_(Work...

    The purpose of performance rating is to provide systematic evaluation of the employees’ contribution to the organization. [6] Globally, the combination of indicators and performance management, combined with intensifying work, transforms the work of employees and of the managers. On the managerial level, the will of hierarchy to fulfill ...

  6. Typical versus maximum performance - Wikipedia

    en.wikipedia.org/wiki/Typical_versus_maximum...

    Therefore, some conditions that tend to foster maximum performance include work samples (often given to a potential employee during an interview), manager evaluations, and job knowledge tests. The results from these situations are the ones that are most accessible to supervisors; however, they are usually not reflected in an employee's typical ...

  7. Performance paradox - Wikipedia

    en.wikipedia.org/wiki/Performance_Paradox

    In other words, many performance appraisals do not accurately measure performance because employees react to being observed and evaluated. Because they can only test an employee's "test-taking" skills, not his or her objective accomplishments, evaluations appear unable to serve their purposes.

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