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The easiest strategy of performance appraisal is the simple ranking method, this when have the manager just rank-orders, from top to bottom or from best to worst, each member of a particular work group or department.

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A basic goal of any appraisal system is to give a valid and reliable measure of employee performance with all relevant dimensions. To make this easier to understand, the appraisal results should show a good picture of who is doing their job well and should show strengths and weakness for each individual being rated.

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means the perceptions that the outcome an individual faces are fair when compared to the outcomes that others faced. This is a type of justice that is often important when determining an employee's reactions to pay decisions, for example most experts believe that the perceptions are based on both the actual outcomes faced (how much I get paid, whether or not I lost my job) and perceptions of what others have contributed, for example an individual may be paid less than his/her co-workers, but if he/she can see that the co-worker contributes more to the company than he/she does and that the difference in the pay is proportional to the difference in contributions each makes then he/she can still think the outcome is fair.

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Dealing with a declining need for employees

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Dealing with a declining need for employees

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There also cases when an organization needs to have fewer employees. If the organization employs a lot of contingents workforce, then the easiest solution is to fire those workers and simply retain its core of permanent employees. This is the approach that works best in cyclical industries in which demand increases and decrease depending on the time of year.

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Dealing with increased demand for employees

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Dealing with increased demand for employees

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When an organizations feels an increase need for new employees, the usual approach is to recruit and hire new permanent employees. In recent years things have changed, specifically for new employees who are not expected to last long. The easiest way to deal with increase in demand for employees is to offer overtime opportunities, this is just asking workers to put in extra hours for extra pay. An alternative to an increase in hiring permanent employees is a growing reliance on temporary employees. The idea of temporary employment is that an organization can hire someone for only a specific period of time, and a major advantage to the organization is that such workers can usually get paid a cheaper rate. Although,they are now likely to be entitled to the same benefits as the full-time workers.

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is when  a existing labor union is decertified under a certain condition. Such as when a company becomes dissatisfied with the union or believe that it is hurting the company. for decertificaton to happen the must be two condition met.

1. No labor contract can currently be in force ( that is, the previous agreement must have expired and a new one is awaiting approval).

2. The union must have served as the official bargaining agent for the employees for at least 1 year.

If both these condition have been met then the employees or the employees representative may solicit signatures for decertification cards. If the majority of the employees sign for decertification the union is then removed as the official bargaining agent for that unit.

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If you were to build on the trends in membership and union-management relationships, bargaining perspectives have changed over recent years.  Such as previous union bargaining scenarios that were usually characterized by the demands for dramatic increase in salaries. Now bargain for other areas such as job security. Since so many jobs are being sent over seas Unions might want to restrict job movement.

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since the mid-1950's, labor unions in the U.S. have been dealing with problems attracting new members. Still millions of American workers belongs to labor unions, union membership as a percentage has continued to decline at a steady rate. The percentage of the wage that belongs to labor unions in the U.S. has dropped from 26% in 1977 to 12.4% now today. If the government employees were excluded from this then the percentage would be less than 10% of all wage and salary employees in a private industry would belong to the labor unions.

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The rater ( usually the supervisor of the employee being rated) plays the one of the most important roles in the appraisal process, and is responsible for making sure that all raters have clear and easy to understand performance standards.

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a method for determining the relative value or worth of a job to the organization so that individuals who perform that job can be compensated adequately and appropriately.