FINALS LEC 1: PERFORMANCE APPRAISAL Flashcards
- A formal _______________ , also known as a merit view, performance evaluation, interview, or rating
- is a planned, periodic management activity to EVALUATE AN EMPLOYEE’S on-the-job behavior, competency, work skill improvement, need for training, progress toward completing goals, and salary and promotion.
- is where the supervisor or manager reviews an employee’s performance.
PERFORMANCE APPRAISAL
Appraisals can be challenging as well as productive, rewarding, and energizing.
T OR F?
TRUE
____________ provides employees with the opportunity to learn their strengths and weaknesses.
POSITIVE FEEDBACK
Benefits of Performance Appraisals
- FOSTER GOOD COMMUNICATIONS
- PROVIDE CONSTRUCTIVE FEEDBACK
- CLARIFY JOB REQUIREMENTS
- PROVIDE OPPORTUNITY TO REFINE FINE SKILLS
- DEFINE PERFORMANCE EXPECTATIONS
- PROMOTE BEHAVIORAL MODIFICATION
- IDENTIFY EDUCATION NEEDS
- PROVIDE DOCUMENTATION FOR PROMOTION, COMPENSATION AND TERMINATION DECISIONS
- PROMOTE RECRUITMENT AND RETENTION
- PROTECT THE ORGANIZATION FROM DISCRIMINATION LAWS
- PROVIDE OPPORTUNITY TO SHARE DEPARTMENTAL AND ORGANIZATIONAL VISIONS
- ENCOURAGE TEAMS TO IMPROVE THE WAY THEIR ORGANIZATION OPERATES
RATING METHODS
- The validity of a ____________ depends on such things as rater training and observable and quantifiable behaviors.
- Employees should have a current, detailed job description and know performance standards and criteria used for assessing performance
- may be used to come the performance of employees through a set of criteria that produces a numerical value.
RATING SYSTEM
RATING METHODS
There are four factors to consider when designing a written performance appraisal and selecting a rating a system
- PURPOSE OF APPRAISAL
- WORK ENVIRONMENT
- SKILLS OF EMPLOYEE
- MANAGER’S MANAGEMENT STYLE
RATING SYSTEM
PROS:
- Many managers and employees are familiar with them.
- SIMPLE WAY to communicate areas of strengths and weaknesses
- EASE OF USE AND UNDERSTANDING
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
RATING SCALE
RATING SYSTEM
PROS:
- can focus on PRAISING POSITIVE BEHAVIOR and addressing areas for correction
- THOROUGHNESS OF DETAIL in analyzing employee behaviors
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
NARRATIVE TECHNIQUE
RATING SYSTEM
PROS:
- can MOTIVATE PERFORMANCE in competitive workplaces and among competitive employees
- allows you to communicate to an employee about areas in which he or she over- or underperforms relative to others in similar position
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
COMPARISON METHOD
RATING SYSTEM
PROS:
- allows a BETTER CHANCE TO COMPARE different perspective in the evaluation process
- offers the employee a glimpse of how other view his or her performance in various relationships critical to the job
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
360° FEEDBACK
RATING SYSTEM
CONS:
- the assumption that they are DIRECTLY TIED TO AN EMPLOYEE’S RAISE OR BONUS
- managers can also have NEGATIVE BIAS toward employees
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
RATING SCALE
RATING SYSTEM
CONS:
- employee might interpret the evaluation TOO POSITIVELY or TOO NEGATIVELY to a scoring system
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
NARRATIVE TECHNIQUE
RATING SYSTEM
CONS:
- the potential of INFIGHTING and LACK OF HARMONY in the employee ranks.
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
COMPARISON METHOD
RATING SYSTEM
CONS:
- BIASED EVALUATION
- NEGATIVE EMPLOYEE FEELINGS
- POOR ALIGNMENT WITH GOALS
APPRAISAL METHODS:
A. RATING SCALE
B. NARRATIVE TECHNIQUE
C. COMPARISON METHOD
D. 360° FEEDBACK
360° FEEDBACK
a SUCCESSFUL APPRAISAL recognizes people as the most valuable resource of an organization
T OR F?
TRUE
