Chap 8 performance managment Flashcards
Def of Performance Appraisal
The process by which organizations evaluate employee job performance
8 organizational uses for performance apraisal
- performance improvement
- compensation adjustment
- Placement decision
- Training and dvt
- Career planing and dvt
- Identifications of staffing deficiencies
- identify informational inacuracies
- Avoid discrimination
3 key ellemants of performance appraisal
- Job related
- Practical
- Depend on standards
Def of Performance Standard
Benchmarks against which performance is measured
Definition of Performance Measures
The rating used to evaluate employee performance
What are the 5 possible Rater Biases
- Halo effect
- Error of central tendency
- Leniency bias
- Strictness Bias
- Recency Effect
Halo effect
A bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation
Error of Centran Tendency
An error in rating employees that consist of evaluating employees as neither good nor poor performers even when some employees perform exeptionaly well or poorly
Leniency Bias
A tendency to rate employees higher than their performance justifies
Strictness Bias
A tendency to rate employees lower than their performance justifies
Recency effect
A rater bias that occurs when rater allows recent employee performance to sway unduly the overall evaluation of the employee’s performance
12 Characteristics of an effective performance appraisal
What are the 2 Past oriented performance appraisal methodes
- comparative evaluation method
- Non comparative evaluation Method
Past oriented performance appraisal > definition of Comparative evaluation method
A collection of different methods that compare one person’t performance with that of coworkers
Past Oriented Performance Appraisal > Comparative evaluation method> definition of the Ranking method
A method of evaluating employees that ranks them from best to worst on some trait
Past Oriented Performance Appraisal > Comparative evaluation method> definition of the forced distribution
A method that requiers raters to cathegories employees
Past oriented performance appraisal > Non comparative evaluation mathods
Evaluate employee’s performance according to present data and not by comparing one person’s performance with that of coworkers
Past oriented performance appraisal > Non comparative evaluation mathods > Rating scale
Requiers the rater to provide subjective evaluation of an individual’s performance. it is the oldest and most wildely used method, but also the one most subject to bias
Past oriented performance appraisal > Non comparative evaluation mathods > Critical incident method
Requiers the rater to recod statements that describes extremly effective or ineffective behavior related to performance. It gives employee job related feedback and reduces recency bias
Past oriented performance appraisal > Non comparative evaluation mathods > Behaviouraly Anchored Rating Scale (BARS)
Evaluation tool that rates employee along a rating scale by means of specific behaviour examples on the scale
Past oriented performance appraisal > Non comparative evaluation mathods > Performance test and Observation
Appraisal is based upon pencil test or demo
Future Oriented Method > Self appraisal
Can be used wit all evaluation approach. Increases employee involvment and comitment
Future oriented method > Managment By Objective (MBO)
Requiers en employee and superior to jointly establish goals for the future. Employees are subsequently evaluated on how well they atteined these objectives
Future oriented method > Assesment Centers
Stendardized form of employee appraisal that relies on sevral types of evaluation and sevral raters
