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	<title><![CDATA[performance and society for human resource management Resources | BNET]]></title>
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	<description><![CDATA[White papers, case studies, business articles, and blog posts relating to performance and society for human resource management]]></description>
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		<title><![CDATA[Panel to discuss stress-free worker appraisals.(Issues@Work)(Southern Connecticut Chapter of the Society for Human Resource Management presents seminar on performance management systems)]]></title>
		<link><![CDATA[http://findarticles.com/p/articles/mi_hb5262/is_200310/ai_n20395084]]></link>
		<description><![CDATA[The annual review--no one really looks forward to it. Employees  likely start getting butterflies weeks in advance, fretting over how  they have done in the past year and whether they'll get a much-  hoped-for raise.    The manager is not thrilled about  The annual...]]></description>
		<s:doctype><![CDATA[Research articles]]></s:doctype>
		<pubDate>Mon, 06 Oct 2003 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/appraisal.html"><![CDATA[appraisal]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[performance management]]></category>
		<category domain="http://resources.bnet.com/topic/society+for+human+resource+management.html"><![CDATA[Society for Human Resource Management]]></category>
		<category domain="http://resources.bnet.com/topic/worker.html"><![CDATA[worker]]></category>
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		<title><![CDATA[(Top) Pay For (Best) Performance]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=61327]]></link>
		<description><![CDATA[Rewarding good workers is the best way to increase productivity and to secure dominance in its potentially lucrative market. The payments will fulfill a promise to the workforce that better employee performance results in better compensation. In fact, compensation experts argue that paying for performance is more important in a...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Wed, 01 Jan 2003 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/society+for+human+resource+management.html"><![CDATA[Society For Human Resource Management]]></category>
		<category domain="http://resources.bnet.com/topic/compensation.html"><![CDATA[Compensation]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/benefits.html"><![CDATA[Benefits]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
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		<title><![CDATA[Pay For Best Performance]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=74849]]></link>
		<description><![CDATA[In a sluggish economy, compensation system gets new focus by rewarding star performers more than the rest of the pack. The article supports that rewarding good workers is the best way to increase productivity and to secure dominance in its potentially lucrative market. The bonuses will likely be very small...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Wed, 01 Jan 2003 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/society+for+human+resource+management.html"><![CDATA[Society For Human Resource Management]]></category>
		<category domain="http://resources.bnet.com/topic/compensation.html"><![CDATA[Compensation]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/benefits.html"><![CDATA[Benefits]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
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		<title><![CDATA[Does 360-Degree Feedback Negatively Affect Company Performance]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=93133]]></link>
		<description><![CDATA[In the contemporary business era, the 360-degree feedback appraisal system is in vogue. 360-degree feedback is a multi-source feedback mechanism in which each employee, right from the manager, and the peers evaluate and appraise the employee. Such feedback system gives a multi-dimensional perspective on the employee performance. The paper explores...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Sat, 01 Jun 2002 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/society+for+human+resource+management.html"><![CDATA[Society For Human Resource Management]]></category>
		<category domain="http://resources.bnet.com/topic/360-degree.html"><![CDATA[360-degree]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
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