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Overall, the administrative uses of performance appraisals are focused on evaluation and decision-making, while the developmental uses of performance appraisals are focused on helping employees grow and develop in their roles. The two uses of performance appraisals are distinct, and both have their advantages.
Quality of work (accuracy, thoroughness, competence) Quantity of work (productivity level, time management, ability to meet deadlines) Job knowledge (skills and understanding of the work) Working relationships (ability to work with others, communication skills)
The study found that Performance appraisal outcomes are used for administrative decisions such as promotions, demotions, terminations, layoffs, and transfer decisions as well as for development decisions including performance improvement plans, training and development decisions, and career planning and development
The administrative purpose of a performance management system refers to the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.
The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data are used to provide necessary skill training or professional development.
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Development Purposes means the use of the Software to develop, evaluate, test, debug, profile, maintain, support, demonstrate and promote Customer Applications and/or Target Systems, solely for internal development projects which are on behalf of and for the benefit of Customer and/or Customer Affiliates.
The study found that Performance appraisal outcomes are used for administrative decisions such as promotions, demotions, terminations, layoffs, and transfer decisions as well as for development decisions including performance improvement plans, training and development decisions, and career planning and development
If you believe an employers bias resulted in a negative or missing performance review, you may file a complaint. Retaliation or a wrongful termination resulting from an inaccurate or missing review may require a lawsuit to provide relief.

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