Chapter 7 Flashcards
Goal-oriented process ensuring processes are in place to maximize productivity at the employee, team, and organizational levels
Performance Management
A formal system of review and evaluation of individual or team task performance
Performance Appraisal
USES OF PERFORMANCE APPRAISAL
In assessing a firm’s HR, data must be available to identify those who have the potential to be promoted or for any area of internal employee relations
Human Resource Planning
USES OF PERFORMANCE APPRAISAL
Performance appraisal should point out an employee’s specific needs for
Training and Development
USES OF PERFORMANCE APPRAISAL
An ongoing process whereby an individual sets career goals and identifies the means to achieve them
Career Planning
USES OF PERFORMANCE APPRAISAL
A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed
Career Development
USES OF PERFORMANCE APPRAISAL
PA results provide a basis for rational decisions regarding pay adjustments. Most managers believe that you should reward outstanding job performance tangibly with pay increases. They believe that the behaviors you reward are the behaviors you get
Compensation Programs
USES OF PERFORMANCE APPRAISAL
PA data are also used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff, and transfer
Employee Relations
USES OF PERFORMANCE APPRAISAL
Assess an employee’s potential as they appraise his or her job performance
Assessment Employee Potential
Based on the reliance of multiple sources to provide information about an employee’s performance
360 - Degree Feedback Evaluation Method
Performance appraisal period
Annually or Semiannually
At time a subordinate’s first appraisal may occur at the end of a probationary period anywhere from ______ after his or her start date
30 to 90 days
CHOOSING A PERFORMANCE APPRAISAL METHOD
Raters to evaluate each employee’s traits or characteristics
Trait System
CHOOSING A PERFORMANCE APPRAISAL METHOD
Evaluate a given employee’s performance against that of other employees.
Comparison System
CHOOSING A PERFORMANCE APPRAISAL METHOD
Employees are ranked from the best performer to the poorest performer
Comparison Systems
CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method in which the rater is required to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution
Forced Distribution
CHOOSING A PERFORMANCE APPRAISAL METHOD
Supervisors compare each employee to every other employee, identifying the better performer in each pair
Paired Comparisons
CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance Appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions
Critical Incident Technique
CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method that combines elements of the traditional rating scale and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior
Behaviorally Anchored Rating Scale (BARS)
A specific kind of behavioral system for evaluating job performance by illustrating positive incidents of job performance for various job dimensions
Behavioral Observation Scale (BOS)
CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method in which the manager and subordinate jointly agree on objectives for the next appraisal period; in the past a form of management by objectives
Result Based System
CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output
Work Standards Method
PROBLEMS PERFORMANCE APPRAISAL
Appraiser Discomfort
Subjectivity of Performance Appraisal
Employee Anxiety
Performance appraisals, differences between human judgement versus objective, accurate assessments uncolored by bias, prejudice, or other subjective, extraneous influences
Rating Errors
Evaluation errors that occur when the rater evaluates the employee based on a personal negative or positive opinion of the employee rather than on the employee’s actual performance
Bias Errors
Evaluation error that occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating
Positive Halo Effect
Evaluation error that occurs when a manager generalizes one negative performance feature or incident to all aspects of employee performance, resulting in a lower rating
Negative Halo Effect
A bias error for which a supervisor rates members of his or her race, gender, nationality, or religion more favorably than members of other classes
Illegal Discriminatory Bias
A rating error in which a rater compares an employee to other employees rather than to a specific explicit performance standards
Contrast errors
Evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale
Central Tendency Error
Giving an undeserved high performance appraisal rating to an employee
Leniency Error
Evaluation process may also create anxiety for the appraised employee
Employee Anxiety
