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010   $a3-319-54235-4
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035   $a(DE-He213)978-3-319-54235-5
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035   $a(EXLCZ)993710000001307071
100   $a20170502d2017      u|         0
101 0 $aeng
135   $aurnn|008mamaa
181   $ctxt$2rdacontent
182   $cc$2rdamedia
183   $acr$2rdacarrier
200 14$aThe End of Performance Appraisal $eA Practitioners' Guide to Alternatives in Agile Organisations /$fby Armin Trost
205   $a1st ed. 2017.
210  1$aCham :$cSpringer International Publishing :$cImprint: Springer,$d2017.
215   $a1 online resource (X, 185 p. 37 illus., 2 illus. in color.) 
225 1 $aManagement for Professionals,$x2192-8096
311   $a3-319-54234-6 
320   $aIncludes bibliographical references at the end of each chapters and index.
327   $aIntroduction -- The Annual Performance Appraisal System -- Who Are the Customers of Performance Appraisals? -- Relevant Framework Conditions of Performance Appraisals -- Possibilities and Limits of Traditional Performance Appraisals -- Better Alternatives to Performance Appraisal in an Agile Context -- Conclusion and Final Remarks.
330   $aThis book demonstrates, in detail, why annual performance appraisals might still work in hierarchical environments, but largely fail in agile ones. The annual performance appraisal is one of the world?s most widely used management tools. For many years, it was indeed seen as a pre-requisite for successful leadership and professional management. While most managers and employees have always been sceptical in this respect, those at a strategic level are now also realising it causes more harm than good, and a growing number of leading companies have similarly abolished this approach. One key reason lies in the changing working world, and the quest for greater organisational agility. Companies are moving away from rigid structuring. The arguments are presented objectively but with practical relevance, coherently illustrating the available alternatives for achieving what annual performance appraisals largely have not. .
410  0$aManagement for Professionals,$x2192-8096
606   $aPersonnel management
606   $aIndustrial psychology
606   $aLeadership
606   $aHuman Resource Management$3https://scigraph.springernature.com/ontologies/product-market-codes/517000
606   $aIndustrial and Organizational Psychology$3https://scigraph.springernature.com/ontologies/product-market-codes/Y20030
606   $aBusiness Strategy/Leadership$3https://scigraph.springernature.com/ontologies/product-market-codes/515010
615  0$aPersonnel management.
615  0$aIndustrial psychology.
615  0$aLeadership.
615 14$aHuman Resource Management.
615 24$aIndustrial and Organizational Psychology.
615 24$aBusiness Strategy/Leadership.
676   $a658.3
700   $aTrost$b Armin$4aut$4http://id.loc.gov/vocabulary/relators/aut$0975131
801  0$bMiAaPQ
801  1$bMiAaPQ
801  2$bMiAaPQ
906   $aBOOK
912   $a9910254908203321
996   $aThe End of Performance Appraisal$92240028
997   $aUNINA