People and Organizations

  The Nexus between Performance Appraisal and Organizational Citizenship Behavior Even though we have all been subjected to performance reviews in every business in which we have ever worked, there is still the question of whether or not all of the effort that is put into evaluations actually yields accurate or useful results. In this series of blogs, I have evaluated contemporary methods of performance evaluation in order to shed light onto the obstacles and opportunities that are presented by each approach.    This article explores the relationship between performance appraisal and Organizational Citizenship Behavior (OCB), highlighting how appraisal processes can influence and shape these behaviors, highlighting the importance of employee behavior in modern organizations. Organizational Citizenship Behavior (OCB) Organizational Citizenship Behavior (OCB) refers to employees' voluntary actions beyond job duties, demonstrating their willingness to contribute to the organ...

Evaluate performance with Balanced Scorecard Even though we have all been subjected to performance reviews in every business in which we have ever worked, there is still the question of whether or not all of the effort that is put into evaluations actually yields accurate or useful results. In this series of blogs, I have evaluated contemporary methods of performance evaluation in order to shed light onto the obstacles and opportunities that are presented by each approach.    The Balanced Scorecard is a strategic management framework that enables businesses to evaluate their performance from multiple perspectives, leading to more informed decision-making and sustainable growth (Kaplan, R. S., et al, 1996).). Understanding the Balanced Scorecard Method The Balanced Scorecard method is built upon the idea that a company's performance should be assessed through a balanced set of measures that span four key perspectives, financial perspective, customer perspective, internal proces...

Introduction Even though we have all been subjected to performance reviews in every business in which we have ever worked, there is still the question of whether or not all of the effort that is put into evaluations actually yields accurate or useful results. In this series of blogs, I have evaluated contemporary methods of performance evaluation in order to shed light onto the obstacles and opportunities that are presented by each approach.    The ability to instill in employees a sense of critical responsibility and a desire to contribute to organizational goals is the manager's responsibility. Employees are most valuable resource when setting and achieving forward-looking goals. In order to succeed with this resource, the manager must be able to do the following: first, be able to instill in employees a sense of critical responsibility and a desire to contribute to organizational goals; second, have the option to instill in laborers a desire to contribute to organizational ...

  Human resource Accounting. Even though we have all been subjected to performance reviews in every business in which we have ever worked, there is still the question of whether or not all of the effort that is put into evaluations actually yields accurate or useful results. In this series of blogs, I have evaluated contemporary methods of performance evaluation in order to shed light onto the obstacles and opportunities that are presented by each approach. This Article is dedicated to explore the modern performance appraisal method Human resource Accounting.   Employee economic value and cost-based measures are measured by human resource accounting. It focuses on human capital investment, which includes employee skill development and knowledge expenses. The value of an organization is determined by the output generated by human resources. Human resource accounting assists stakeholders in making key investment decisions that are based on future earnings rather than curren...

  Assessment Centers Even though we have all been subjected to performance reviews in every business in which we have ever worked, there is still the question of whether or not all of the effort that is put into evaluations actually yields accurate or useful results. In this series of blogs, I have evaluated contemporary methods of performance evaluation in order to shed light onto the obstacles and opportunities that are presented by each approach.    Employees are evaluated for a set length of time, say one or three days, by observing their conduct in a series of specified exercises or work samples. (Aggarwal & Thakur, 2013)   The assessment center technique, in its contemporary version, arose as a result of the AT & T Management Progress Study by Bray, Campbell, and Grant in 1974.Basket exercises, group discussions, simulations of interviews with "subordinates" or "clients", fact finding exercises, analysis/decision making problems, oral presentation...

  Behaviorally Anchored Rating Scale (BARS) Even though we all have faced Performance appraisals in every organization we have ever worked, it is a question if all the effort put on appraisals are really productive or accurate. In these series of blogs I have analyzed the modern performance appraisals to shed light onto challenges and opportunities each method brings to the table.    Introduction BARS was introduced in 1963 by Smith and Kendal. The focus of BARS was to address concerns of reliability and Validity of Performance Appraisals. It involves a scale as opposed to numbers. Theses scales are more informative as compared to numbers. Theses scales are prepared based on the behavioral aspect. Rater acts as an observer. BARS uses behavioral statements to illustrate multiple levels of performance. (Aggarwal & Thakur, 2013)                                    ...