Search results

Describes research conducted into some of the potential inhibitors which can reduce the effectiveness of a hospital performance appraisal system in relation to training and development plans. Takes as its perspective the views of the appraisees which counter the more usual overview provided by managers and other commentators. Relates these findings to literature on the subject and concludes that in spite of its limitations the performance appraisal process is likely to remain. Finally, makes a number of recommendations to improve the process and make it more supportive of training and development interventions.