Performance appraisals: never mind the boss, please the customer.
Compares the general conception of the performance appraisal system as evidenced in yesterday's and today's attitudes and goes on to prognosticate the approach of tomorrow. Radically proposes the removal of such a system altogether, switching from performance appraisal to systems analysis, involving feedback from external (customer/supplier) as opposed to internal (management) sources. Also extends the paradigm shift to salaries, communications and promotion, and highlights training as a vital component, if Deming's seminal eleventh and twelfth points are to be realized.
Longmat United Hospital.
H R
HR
Nevling
D004649:Employee Incentive Plans; D004650:Employee Performance Appraisal; D005069:Evaluation Studies as Topic; D005246:Feedback; D006282:Health Personnel / Q000592:standards*; D008332:Management Quality Circles; D010559:Personnel Management / Q000379:methods / Q000592:standards*; D006113:United Kingdom; D014481:United States