How to Do a Superior Performance Appraisal
How to Do a Superior Performance Appraisal by William S. Swan is a comprehensive guide published by Wiley on September 3, 1991. This 240-page book addresses the challenges associated with performance appraisals, aiming to transform them from a source of anxiety into a constructive process that benefits both employers and employees. The author provides a systematic approach to conducting appraisals, emphasizing techniques that reduce defensiveness and conflict while enhancing overall productivity.
Readers will find practical tools and strategies throughout the book, including checklists, information sheets, and sample dialogues. The content covers essential aspects of performance management, such as data collection, error avoidance, and adherence to EEO guidelines. Swan’s focus is on creating a mutually profitable appraisal experience, moving beyond traditional “report-card” systems to foster a more effective performance management culture. This edition serves as a valuable resource for those involved in human resources and personnel management within the business and economics sectors.
Official synopsis Publisher
The complete guide to painless, mutually profitable performanceappraisals. How to do a Superior Performance Appraisal For anybodywho equates doing a performance appraisal with a dentalappointment, here’s a complete guide to painless, mutuallyprofitable appraisals. Written by bestselling management author andFortune 1000 consultant William S. Swan, it shows you how totransform what traditionally has been a source of potentialconflict among managers and staff members, into a productive andmutually profitable process for both employer and employee.
* A systematic, step-by-step guide to conducting appraisals thatreduces defensiveness and conflict while increasing quality andproductivity
* All the nuts and bolts of doing an appraisal: data collecting,avoiding errors, knowing EEO guidelines, and much more
* Packed with useful checklists, information sheets,and sampledialogues, including a model performance appraisal formincorporating what has been proven to be the most powerfulapproach
* Throughout, the emphasis is on performance management vs.simplistic “report-card” type systems
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