Review Of Literature On Performance Appraisal

I have heard quite a few people say, "I just want to get my foot in the door, and I don't care about how much they pay me to start with.

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If you lie during the negotiations, sooner or later you are likely to be caught.

Once you are caught lying, you lose all credibility.

Rewarding and promoting effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions, are essential to effective to human resource management (Pulakos, 2003).

The ability to conduct performance appraisals relies on the ability to assess an employee’s performance in a fair and accurate manner.

It also provides for the raw data for the evaluation of the effectiveness of such personnel- system components and processes as recruiting policies, training programs, selection rules, promotional strategies, and reward allocations (Landy, Zedeck, Cleveland, 1983).

In addition, it provides the foundation for behaviorally based employee counseling.

The article below by Lee Miller is the best article I have found on this subject.

He has also written a book, "Get More Money on Your Next Job", which is very interesting and an You may be the only qualified candidate to have made it through the interview process, and the company would like to hire someone quickly.

Similarly, if you have been able to defer discussing compensation until the company has determined you are the best candidate for the job, your bargaining position will be greatly strengthened. On the other hand, you may in fact be one of several candidates the company is considering, any one of whom it would be happy to hire.

Under those circumstances, compensation may be the key factor in determining who gets the job.

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