Module 6. Basic Concepts In Performance Measurements Flashcards
What is a criterion data?
In a criterion-related validation study of a selection device, the work psychologist can correlate an individual’s performance data with test data to determine if the test predicts successful performance.
What is the employee development use?
A worker is given information about strengths and weaknesses and works with a supervisor to develop a plan to improve weaknesses and build upon strengths. Based on the profile of performance strengths and weaknesses, employers may design a series of training modules or experiences for an employee.
What is motivation/satisfaction use?
By setting appropriate performance standards, evaluating employees’ success in meeting those standards, and giving employees feedback regarding the extent to which they are meeting or exceeding those standards, an organization can increase the motivation and satisfaction of those employees.
What is the rewards use?
Employers compare workers to one another to determine how to distribute rewards such as salary
increases and bonuses. Rynes, Gerhart, and Parks (2005) provide a comprehensive review demonstrating the value of tying pay to performance measurement.
What is the transfers use?
Employers can use a profile of performance capabilities to determine which employees are best suited for a transfer from one job family or job title to another.
What is the promotions use?
To the extent that documented performance capabilities are part of a higher-level job, employers
can use performance information as part of the assessment procedure that determines promotions.
What is the layoff?
If an organization finds it necessary to downsize, an important factor that might be used to guide the
selection of those to be laid off could be performance; employees with the lowest performance would be the most likely candidates for layoff.
What are the uses for performance information?
- Criterion data
- Employee development
- Motivation/satisfaction
- Rewards
- Transfer
- Promotion
- Layoff
What are the relationships among performance measures?
- Objective performance measure
- Judgmental performance measure
What is the objective performance measure?
Usually a quantitative count of the results of work such as sales volume, complaint letters, and output.
What is the judgmental 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.
What are the hands-on performance measure?
Type of measurement that requires an employee to engage in work-related tasks; usually includes carefully constructed simulations of central or critical pieces of work that involve single workers.
What is the 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 (e.g., a nuclear power plant), answering questions as he or she actually sees the displays or controls in question.
What is electronic performance testing?
Monitoring work processes with electronic devices; can be very cost effective and has the potential for providing detailed and accurate
work logs.
What is performance management?
System that emphasizes the link between individual behavior and organizational strategies and
goals by defining performance in the context of those goals; jointly developed by managers and the people who report to them
