Deck 9 Flashcards
SMART goals
S - specific
M - Measurable
A - attainable
R - relevant
T - Timely
Why appraise performance
- is basis for pay and promotion decisions
- plays an integral role in performance management
- helps in correcting deficiencies and reinforcing good performance
- is useful in career planning
motivations for soft appraisals
the fear of having to hire and train someone new
Hazards of soft appraisals
-employee loses the chance to improve before being discharged or forced to change jobs
-lawsuits arising from dismissals involving inaccurate performance appraisals
dismissal
the act of dismissing somebody from their job
performance appraisal roles
-usually does the appraisal
-must be familiar with basic appraisal techniques
-must understand and avoid problems that can cripple appraisals
-must know how to conduct appraisals fairly
crippler
damage somebody’s body so that they are no longer able to walk or move normally
the HR department’s role
-serves a policy-making and advisory role
-provides advice and assistance regarding the appraisal tool to use
-trains supervisors to improve their appraisal skills
-monitors the appraisal system effectiveness and compliance with EEO laws
steps in appraising performance
-defining the job and performance criteria
-appraising performance
-providing feedback session
Designing the appraisal tool
-work output (quality and quantity)
-personal competencies
-goal achievement
how to measure by the appraisal tool
-generic dimensions
-actual job duties
-behavioral competencies
appraisal methodologies
-alternation ranking
-graphic rating scale
-paired comparison
-forced distribution
-critical incident
-BARS
BARS
Behaviorally anchored rating scale
developing BARS
- write critical incidents
- develop performance dimensions
- reallocate incidents
- scale the incidents
- develop a final instrument
advantages of BARS
-a more accurate gauge
- clearer standards
-feedback
-independent dimensions
-consistency
