Managers have long been reluctant to appraise subordinates. However, in an activity as important as managing, there should be no reluctance to measure performance as accurately as possible. In almost all kinds of group enterprises, whether in work or in play, performance is rated in some way. Moreover, most people, and particularly people of ability, want to know how well they are doing.
It is difficult to believe that the controversy, the misgivings, and even the disillusionment that are so still widespread with respect to managerial performance appraisal have come from the practices of measuring and evaluating. Rather, it appears that they have arisen from the things measured, the standards used, and the way measurement is done. That’s where the role of performance appraisal software comes in.
Managers can understandably take exception when they believe that they are evaluating or being evaluated inaccurately or against standards that are inapplicable, inadequate or subjective. Even appraisal against verifiable objectives is not enough. It needs to be supplemented by an appraisal of managers as managers. Moreover, neither system is without difficulties and pitfalls, and neither can be operated by simply adopting the technique and doing the paperwork. More must be done. And this more means performance appraisal software.
The appraisal should measure performance in accomplishing goals and plans as well as performance as a manager. No one wants a person in a managerial role who appears to do everything right as a manager but who cannot turn in a good record of profit making, marketing, controllership, or whatever the area of responsibility may be. In assessing performance, systems of appraisal against verifiable pre-selected goals have extraordinary value. Given consistent, integrated and understood planning designed to reach specific objectives, probably the best criteria of managerial performance relate to the ability to set goals intelligently, to plan programs that will accomplish those goals, and to succeed in achieving them.
Performance Appraisals provides detailed information on How to Write a Performance Appraisal, Job Performance Appraisals, Performance Appraisal Software, Performance Appraisal Systems and more. Performance Appraisals is affiliated with Manufacturing Performance Management.
Google has released its calendar feature. As with most things google releases I love it. I know what you’re thinking. What’s the big deal its just an ordinary calendar program. Oh on the contrary. Google realizes we are becoming web social people. The google calendar not only lets you manage your own events but you can share and control others as well. You can make your events public so others can search for them, or leave them as private if you do not want anyone to know what you’re up to. There is a feature to import other calendars. For example I imported US holidays and the Chicago Cubs Schedule. Another great feature is the ability to send updates to your cell phone in the form of a text message. Most major cell phone providers are supported. This is perfect for the person on the go. For me it means I do not need a palm pilot or hand held of any kind. As long as I have my cell phone (don’t leave home without it) I have my schedule.
To use google calendar you need to have a google account. To get a google account you need to be invited or I believe you can sign up with a mobile device. Or if you are really having trouble visit my website and I will try to help you out.
This is a great new feature offered by google. I highly recommend giving it a try. There are plenty of other perks that I did not mention here.
Matt Christensen
http://www.mattchristensen.net
