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Related Experiment Videos

Current practices in performance appraisal.

V R Wiehe

    Administration in Social Work
    |March 7, 1981
    PubMed
    Summary
    This summary is machine-generated.

    Most social service agencies use essays and rating scales for employee performance appraisal. The more effective results-oriented method is underutilized, despite its potential for performance improvement and salary decisions.

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    Area of Science:

    • Human Resources Management
    • Organizational Psychology
    • Social Work Administration

    Background:

    • Performance appraisal is crucial for employee development and organizational effectiveness.
    • Traditional methods like essays and rating scales are common in social service agencies.
    • The results-oriented approach is recognized in management literature as highly effective.

    Purpose of the Study:

    • To survey current performance appraisal methods in private voluntary social service agencies.
    • To identify the most frequently used performance appraisal techniques.
    • To explore the perceived purposes of performance appraisal within these agencies.

    Main Methods:

    • Survey of 196 private voluntary social service agencies.
    • Analysis of reported performance appraisal methods, focusing on essays, rating scales, and results-oriented approaches.

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    Main Results:

    • Essays and rating scales are the most prevalent performance appraisal methods.
    • The results-oriented performance appraisal method is not widely adopted.
    • Agencies primarily use performance appraisal for performance improvement and salary adjustments.

    Conclusions:

    • There is a gap between recommended best practices (results-oriented appraisal) and actual usage in social service agencies.
    • Further exploration of the strengths and weaknesses of various appraisal methods is warranted.
    • Emphasis on implementing the results-oriented method could enhance employee evaluation in human service organizations.