A Quantitative & Qualitative Analysis of Performance Appraisal
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Lieferung aus: Deutschland, Versandkostenfrei.
Von Händler/Antiquariat, Agrios-Buch [57449362], Bergisch Gladbach, Germany.
Neuware - This book examines performance appraisal (evaluation) in financial services (FS) comprising two separate studies, conducted within separate timeframes, but which are linked. Study 1 is a quantitative study exploring the role of performance appraisal ratings as they relate (along with other variables, eg. grade) to the progression of ethnic and gender staff groups. This study was conducted in one FS organisation using performance appraisal data over three years, so had a longitudinal element. Study 2 is qualitative and focuses on gender, using interview data from 8 senior women from FS organisations. This second study explores these senior women's experiences of being appraised or evaluated. Both studies enable a glimpse into the 'glass-ceiling' from a UK perspective. The studies also give a glimpse into how a range of processes, including [unconscious] bias, may impact on evaluation of people in organisations. The book will be useful for HR Practitioners, Occupational Psychologists, Chief Executives and anyone interested in understanding the many factors which impact people in organisations and may lead to unfairness in personal, performance and organisational appraisal. 364 pp. Englisch.

Lieferung aus: Deutschland, Lieferzeit: 6 Tage.
This book examines performance appraisal (evaluation) in financial services (FS) comprising two separate studies, conducted within separate timeframes, but which are linked. Study 1 is a quantitative study exploring the role of performance appraisal ratings as they relate (along with other variables, eg. grade) to the progression of ethnic and gender staff groups. This study was conducted in one FS organisation using performance appraisal data over three years, so had a longitudinal element. Study 2 is qualitative and focuses on gender, using interview data from 8 senior women from FS organisations. This second study explores these senior women's experiences of being appraised or evaluated. Both studies enable a glimpse into the "glass-ceiling" from a UK perspective. The studies also give a glimpse into how a range of processes, including [unconscious] bias, may impact on evaluation of people in organisations. The book will be useful for HR Practitioners, Occupational Psychologists, Chief Executives and anyone interested in understanding the many factors which impact people in organisations and may lead to unfairness in personal, performance and organisational appraisal.

Lieferung aus: Österreich, Lieferzeit: 5 Tage, zzgl. Versandkosten.
This book examines performance appraisal (evaluation) in financial services (FS) comprising two separate studies, conducted within separate timeframes, but which are linked. Study 1 is a quantitative study exploring the role of performance appraisal ratings as they relate (along with other variables, eg. grade) to the progression of ethnic and gender staff groups. This study was conducted in one FS organisation using performance appraisal data over three years, so had a longitudinal element. Study 2 is qualitative and focuses on gender, using interview data from 8 senior women from FS organisations. This second study explores these senior women's experiences of being appraised or evaluated. Both studies enable a glimpse into the "glass-ceiling" from a UK perspective. The studies also give a glimpse into how a range of processes, including [unconscious] bias, may impact on evaluation of people in organisations. The book will be useful for HR Practitioners, Occupational Psychologists, Chief Executives and anyone interested in understanding the many factors which impact people in organisations and may lead to unfairness in personal, performance and organisational appraisal.

Lieferung aus: Deutschland, Versandkostenfrei.
A Quantitative & Qualitative Analysis of Performance Appraisal: This book examines performance appraisal (evaluation) in financial services (FS) comprising two separate studies, conducted within separate timeframes, but which are linked. Study 1 is a quantitative study exploring the role of performance appraisal ratings as they relate (along with other variables, eg. grade) to the progression of ethnic and gender staff groups. This study was conducted in one FS organisation using performance appraisal data over three years, so had a longitudinal element. Study 2 is qualitative and focuses on gender, using interview data from 8 senior women from FS organisations. This second study explores these senior women`s experiences of being appraised or evaluated. Both studies enable a glimpse into the `glass-ceiling` from a UK perspective. The studies also give a glimpse into how a range of processes, including [unconscious] bias, may impact on evaluation of people in organisations. The book will be useful for HR Practitioners, Occupational Psychologists, Chief Executives and anyone interested in understanding the many factors which impact people in organisations and may lead to unfairness in personal, performance and organisational appraisal. Englisch, Taschenbuch.

Lieferung aus: Deutschland, Versandkostenfrei.
Von Händler/Antiquariat, English-Book-Service Mannheim [1048135], Mannheim, Germany.
Publisher/Verlag: LAP Lambert Academic Publishing | Demographics, performance ratings, outcomes, implications for organisations and HR practice | This book examines performance appraisal (evaluation) in financial services (FS) comprising two separate studies, conducted within separate timeframes, but which are linked. Study 1 is a quantitative study exploring the role of performance appraisal ratings as they relate (along with other variables, eg. grade) to the progression of ethnic and gender staff groups. This study was conducted in one FS organisation using performance appraisal data over three years, so had a longitudinal element. Study 2 is qualitative and focuses on gender, using interview data from 8 senior women from FS organisations. This second study explores these senior women's experiences of being appraised or evaluated. Both studies enable a glimpse into the "glass-ceiling" from a UK perspective. The studies also give a glimpse into how a range of processes, including [unconscious] bias, may impact on evaluation of people in organisations. The book will be useful for HR Practitioners, Occupational Psychologists, Chief Executives and anyone interested in understanding the many factors which impact people in organisations and may lead to unfairness in personal, performance and organisational appraisal. | Format: Paperback | Language/Sprache: english | 364 pp.

Von Händler/Antiquariat, The Book Depository EURO [60485773], London, United Kingdom.
Language: English . Brand New Book.