Guillermo Furniture Store
- Submitted by: Marie77
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- Date Submitted: 09/11/2010 06:30 PM
- Pages: 5
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CERTIFICATE OF ORIGINALITY: I certify that the attached paper is my original work. I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I confirm that I have cited all sources from which I used language, ideas, and information, whether quoted verbatim or paraphrased. Any assistance I received while producing this paper has been acknowledged in the References section. I have obtained written permission or have included a release from the copyright holder
For any trademarked material, logos, images from the Internet, or other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature.
Student's signature (name typed here is equivalent to a signature):
Marianela Tavarez Torres
Career Development Plan Part III
Marianela Tavarez Torres
University of Phoenix
Human Capital Management – HRM/531
Professor. Jose Mora.
Mayo 12, 2010
Introduction
Performance Appraisals are an important tool for managers and employees, although appraisals can be subjective and important for planning rewards for employees on their merit or performance. When using the performance appraisals to link the proper pay together , it could cause a great deal of problems, cause when deciding on if an employee deserves a raise or the performance does not meet the company’s standards or exceeds those standards for the job requirements. The goal of the person doing the performance appraisal is to suggest additional criticizism to let the employee know in what areas need to work the most and what areas the employee is strong in.
Employee Appraisal and Performance Evaluation:
Performance Appraisals process by which a manager or consultant (1) examines and evaluates an employee's work behavior by comparing it with preset standards, (2) documents the results of the...
For any trademarked material, logos, images from the Internet, or other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature.
Student's signature (name typed here is equivalent to a signature):
Marianela Tavarez Torres
Career Development Plan Part III
Marianela Tavarez Torres
University of Phoenix
Human Capital Management – HRM/531
Professor. Jose Mora.
Mayo 12, 2010
Introduction
Performance Appraisals are an important tool for managers and employees, although appraisals can be subjective and important for planning rewards for employees on their merit or performance. When using the performance appraisals to link the proper pay together , it could cause a great deal of problems, cause when deciding on if an employee deserves a raise or the performance does not meet the company’s standards or exceeds those standards for the job requirements. The goal of the person doing the performance appraisal is to suggest additional criticizism to let the employee know in what areas need to work the most and what areas the employee is strong in.
Employee Appraisal and Performance Evaluation:
Performance Appraisals process by which a manager or consultant (1) examines and evaluates an employee's work behavior by comparing it with preset standards, (2) documents the results of the...