Employee Evaluation Paper

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

The first person I interviewed on employee benefits was my father who works as an internal medical doctor. My father has dental, medical, and prescription drug benefits. He does not, on the other hand, have vision benefits. He also receives two weeks of vacation and seven sick days a year. My father does not have to work on most holidays as well. He has a 401B plan but does not receive any contribution to the plan from his employment. His employer does not pay his disability benefits or life benefits as well.

Hannah is entering her second year here at Vroman’s Bookstore. In this time I have seen her truly grow in her abilities in the Card & Gift department. Hannah is proficient and capable in job related tasks and demonstrates a high level of competence when on the sales floor. She is often relied upon by co-workers for instruction for departmental procedure or policy related questions.

As our fiscal year is coming to a close, it is time to begin the annual Employee Recognition Process for the year. On the attached form, please make note of what you do in your current job function, as well as state the tasks you do above and beyond. Lastly, we would like to give you an opportunity to express your views on what can be done differently, more efficiently, or just new ideas for your work area.

Being kind and professional, regardless of the type of the review, will leave viewers with a positive feeling.

TGS Company does not possess very many assets such as plant, property and equipment. Instead, they have explained that their most important and valuable asset is their employees. TGS Company is highly dependent on skilled employees operating the company, and they rely on their skills to keep the operation running smoothly. Their employees utilize a variety of skills to create new ideas and help the company stay competitive in the market. Without their employees, TGS would start losing customers, sales, and their profits would plummet. After doing our initial internet research about TGS, we came across numerous negative employee reviews. The reviews that were found came from current employees as well as previous employees. The following

This was an enjoyable visit. The employees were friendly and helpful. I would shop here all the time.

Justin, this is your annual Employee Performance Appraisal for 2017 and based on the observations, Blue Team entries and notes from SIMS Clerk Leads Sallie Garms, Sue Graves, Valle Jones and Melissa Myrick, and SIMS Clerk Supervisor, Patricia Quijada – Baker.

Employee counseling in the workplace has gained distinction over the years and has become increasingly important with the number of incidents related to stress-related health issues ( ). Furthermore, employee assistance programs (EAP) have become so popular that more than 60% of large firms offer EAP services (Dessler, 2013). With corporations competing for success, excellence, and the increasing intricacies of work, employees now experience enormous work-life stress leading to anxiety and depression. EAPs are programs intended to facilitate employee well-being (Dessler, 2013). EAPs offer assistance and counseling, such as personal, legal, and financial services, child and elder care referrals, adoption assistance, mental health counseling,

Table 4.9 below shows the respondents current status in the organizations. The current status of the respondents was divided into four categories which is contract, permanent, temporary and others. Based on the results, most of the respondents in permanent status covers the result by 56% (n=28). Meanwhile for the status of contract is 28% (n=14). Respondents who in temporary status is 8% (n=4) and lastly respondent who hold others status in the organization is only 8% (n=4).

First, staff evaluations are the responsibility of the Director. Evaluations are formally done at least once a year. There are times when informal evaluations are performed. Informal evaluations that are done throughout

“Technology allows employers to monitor their employees within the workplace, and employees feel that such monitoring is a violation of their privacy rights” (“Workplace Privacy and Employee Monitoring”, 2017, para.1). Employers often monitor their employees’ behavior to ensure that their business stays secure, and that their employees are safe and productive. Employers must inform their employees that they are monitored, and set company policies explaining the process and what is expected of them. Employers are often monitoring their employees phone calls, emails, and internet usage. The focus of this paper is to address legal, privacy, security, and ethical arguments regarding employee monitoring through video surveillance and email monitoring.

In walking through Produce, I saw fresh products with that just came in from the farm look. Hot Bar/Deli department was staffed with several employees to take care of customers. Theresa greeted me with a smile and asked could she help me? Her attention was all on me because I could see it in her eyes. Going straight to the task at hand, she responded, per my instructions, to my desire. I thanked her and with that sweet smile of hers, Theresa wished me a good day. All the Deli/Hot Bar items were fresh in appearance. Bakery products looked delicious. The employee there greeted me saying can I help you with a smile. Men’s restroom was clean and stocked with supplies for customer’s needs. The Meat department’s products were red with freshness.