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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. Performance rating (work measurement) - Wikipedia

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

    A performance rating greater than 100 means the worker's performance is more than standard, and less than 100 means the worker's performance is less than standard. It is important to note that standard performance is not necessarily the performance level expected of workers, the term standard can be misleading.

  4. Annual performance reviews are outdated and it’s time for ...

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

    The yearly evaluation forces workers to wait all year to discuss a promotion, or potential performance issue. And they’re not just anxiety-inducing for employees—managers dread them, too.

  5. Human resource management - Wikipedia

    en.wikipedia.org/wiki/Human_resource_management

    Here, motivation is seen as key to keeping employees highly productive. This includes employee benefits, performance appraisals, and rewards. Employee benefits, appraisals, and rewards are all encouragements to bring forward the best employees. Maintenance: involves keeping the employees' commitment and loyalty to the organization.

  6. Business performance management - Wikipedia

    en.wikipedia.org/wiki/Business_performance...

    Business performance management (BPM) (also known as corporate performance management (CPM) [2] enterprise performance management (EPM), [3] [4] organizational performance management, or performance management) is a management approach which encompasses a set of processes and analytical tools to ensure that an organization's activities and output are aligned with its goals.

  7. Performance paradox - Wikipedia

    en.wikipedia.org/wiki/Performance_Paradox

    With this strategy, GE annually swept away the bottom 10% of its performers in profitability and growth. Once GE regained financial and market stability, the performance evaluation metrics changed in response, allegedly expanding and taking on more humanistic values. GE illustrates two important notes about changing performance metrics.

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