Ch 5 Flashcards
Judgement performance measure
Evaluation made of the effectiveness of an individual’s work behavior, most often by supervisors in the context of a yearly performance evaluation
Hands on performance measurement
Type of measurement that requires an employee to engage in work related tasks, usually include carefully constructed simulations of central or critical pieces of work that involve single worker
Walk through testing
Type of measurement that requires an employee to describe to an interviewer in detail how to complete a task or job related behavior. Employee may literally walk through the facility answering questions
Electronic performance monitoring
Monitoring work processes with electronic devices: can be very cost effective and has the potential for providing detailed and accurate work logs
Performance management
System they emphasizes the link between individual behavior and organizational strategies and goals by managers and the people who report to them
Task performance
Proficiency with which job incumbents perform activities that are formally recognized as a part of their job
Counter productive work behavior
Voluntary behavior that violates significant organizational norms and threatens the well being of the organization its members or both
Objective performance measure
Usually a quantitative count of the results of work such as sales volume, complaint letters, and output
Duties
Groups of similar tasks: each duty involves a segment of work directed at one of the general goals of a job
Critical incidents
Examples of behavior that app we “critical” in determining whether performance would be good, average, or poor in specific performance areas
Graphic rating scales
graphic display of performance scores that run from high on one end to low on the other
Checklist
List of behaviors presented to a rarer who placed a check next to each of the items that best or least describes a ratee
Weighted checklist
Checklist that includes items that have values or weights assigned to them that are derived from the expert judgements of incumbents and supervisors of the position in question
Forced choice format
Format that requires the rater to choose two statements or of four that can describe the ratee
Behavorially anchored rating scale
Rating format that includes behaviorial anchors describing what a worker has done or might be expected to do in an area
Behavioral observation scale
Format that asks the rater to consider how frequently an employee has been seen to act in a particular way
Employee comparison methods
Form of evaluation that involves the direct comparison of one person with another
Simple ranking
Ranking of employees from top to bottom according to their assessed proficiency on some dimension, duty area, or standard
Paired comparison
Technique in which each employee in a work group or collection of individuals with the same job title is compared with every other individual in the group on the various dimensions being considered
360 degree feedback
Process of collecting and providing a manager or executive with feedback from many sources, including supervisors, peers, subordinates, customers and suppliers
Rating error
Inaccuracies in ratings that may be actual errors or intentional or systematic distortions
Central tendency error
error in which refers choose a middle point on the scale to describe performance, even through a more extreme point might better describe the employee
Halo error
Error that occurs when a rater assigns the same rating to an employee on a series of dimensions creating a halo that causes all the ratings to be similar
Psychometric training
Training they makes raters aware of common rating errors in hope this will reduce the likelihood of errors
Frame of reference training
Training based on the assumption that s rater needs a context
4 things for frame of reference
- Providing information on the multidimensional nature of performance 2. Ensuring that the raters understand the meaning of anchors on the scale 3. Engaging in practicing rating exercises 4. Providing feedback on practice exercises
Selection concerns
Choice of assessment methods, determine incremental validity of selection instruments, determine a selection ratio, and determine utility
