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In the former case, interviewer has no means to check the veracity of the interviewee's claims, but in the latter appraiser does have time and means to check the appraisee's claims.
Before the appraisal, the manager should know what to say and the appraisee should know what the likely result will be.
Individual performance appraisal and appraisee reactions to workgroups: The mediating role of goal interdependence and the moderating role of procedural justice.
The reviewing officer normally had all the powers to overrule the ratings of the reporting officer of the appraisee.
I always assume this is a subtle way of suggesting the appraisee should seek employment elsewhere.
His annoyance would intensify when he actually got down to working on appraisals both as a boss and as an appraisee. Reason?
In over 41 per cent of cases the appraisals were conducted over the phone with no face to face contact between the appraiser and appraisee. In addition, there was considerable dissatisfaction with the feedback and follow up of the appraisal process.
In practice, however, many people find that the negative dominates virtually every aspect of their working lives; for example, during performance appraisals, research has shown that a manager and his appraisee are likely to spend more time looking at the few areas of weakness, the reasons for these and how to correct them, than looking at the majority of the job which is done well or competently, and how to build on this success.
The focus of performance appraisals has shifted in recent years, away from strict evaluation towards improving performance and developing the appraisee by means of an honest and open discussion.
360 degree feedback (or appraisal) involves appraisal by those above, below, and to the side of the appraisee and incorporates self-assessment.
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- apportionment (air)
- appraisal drilling
- appreciation of the situation
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