Original Research

Performance appraisals in the public sector: are they accurate and fair?

D. J. Rademan, H. D. Vos
SA Journal of Industrial Psychology | Vol 27, No 1 | a776 | DOI: https://doi.org/10.4102/sajip.v27i1.776 | © 2001 D. J. Rademan, H. D. Vos | This work is licensed under CC Attribution 4.0
Submitted: 05 December 2001 | Published: 05 December 2001

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D. J. Rademan,
H. D. Vos,

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Abstract

Traditionally, performance appraisal has been a much maligned human resources function. As a result of criticism normally being more generalised, research was conducted regarding the extent to which differing perceptions play a role in terms of specific aspects of performance appraisal.

Opsomming
Prestasiebeoordeling word tradisioneel as een van die mees gekritiseerde menslikehulpbron-bestuursfunksies beskou.Vanwee die feit dat hierdie kritiek dikwels bate veralgemeen word, is dit ten doel gestel om die mate waartoe indiwiduele persepsies met betrekking tot sekere aspekte van prestasiebeoordeling verskil, na te vors.


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