Performance appraisal for professional personnel
Systems for regular appraisal or rating of personnel have the following goals: to make the best possible use of personnel skills; and to ensure personnel mobility in each category, placing individuals in positions for which they are most qualified. IICA has designed a system which separates performance into four principal components. Each one is subdivided into two or three factors, and then divided into subfactors. Chapter II provides a description of the system's components, factors and subfactors, and chapter III contains instructions and suggestions for the application of the system. The final chapter includes forms: general evaluation and periodic performance review
Saved in:
| Main Author: | |
|---|---|
| Format: | Artículo biblioteca |
| Language: | English |
| Published: |
Instituto Interamericano de Cooperación para la Agricultura (IICA)
1990
|
| Subjects: | Recursos humanos||human resources||recurso humano||ressource humaine, Asistencia técnica||technical aid||assistência técnica||aide technique, human resources management, Evaluación||evaluation||avaliação||évaluation, Gestión||management||gestão||gestion, Administración||administration||administração||administration, Representación Costa Rica, |
| Online Access: | http://repositorio.iica.int/handle/11324/6895 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Systems for regular appraisal or rating of personnel have the following goals: to make the best possible use of personnel skills; and to ensure personnel mobility in each category, placing individuals in positions for which they are most qualified. IICA has designed a system which separates performance into four principal components. Each one is subdivided into two or three factors, and then divided into subfactors. Chapter II provides a description of the system's components, factors and subfactors, and chapter III contains instructions and suggestions for the application of the system. The final chapter includes forms: general evaluation and periodic performance review |
|---|