Appraisal has been viewed as a threat to the professional autonomy
of a teacher and a fault-finding tool. However, it is actually a
means of promoting the organization's ability to accomplish it's
mission of improving what it provides, while at the same time
seeking to enhance staff satisfaction. This concept of creating an
environment for continuing professional development is the most
important outcome of appraisal and is the responsibility of the
organization's management. Therefore, an effective and well-rounded
appraisal system can help identify and improve areas of weakness
and strength, thereby promoting teacher development. This book
analyzes the existing performance management systems in educational
institutions in Pakistan and after an in-depth research process,
proposes a realistic and non-threatening teacher appraisal system.
Thus, this book is not only for the management personnel of
educational institutions, but also for professionals in Education
and HRM who hope to understand how performance management is a tool
for staff and organizational development and how it allows for the
generation of a co-operative and mutually beneficial relationship
between the organization and its employees.
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