Performance Appraisal & Measurement Flashcards
Performance Measurement it is important because
Its helps to ensure that people in an organization are all working towards a common goal and to the best of their ability.
Objective Measures of Job Performance why do we like this?
We like them because they provide
objective outcome data collected
by the organizations.
- They are relevant to specific tasks.
- Easy to capture.
Measuring Job Performance/The Criterion Problem
it is very difficult to identify exactly
how to quantify the performance.
- the unavailability of robust job
performance criteria in applied
research.
What is Job performance?
in organizational psychology refers to the level of effectiveness and productivity an individual demonstrates in their work role
How can performance be defined?
performance is defined as an aggregate of employee behaviors that have some expected value to organizations.
How should it be measured?
measuring the mean involves defining the purpose of
1. measurement,
2. developing a measurement plan,
3. creating items,
4.conducting a pilot study,
5. selecting items,
6. establishing norms, and assessing the reliability and validity of a measure.
Effective & Legal
Performance
Appraisal
Systems/ Job related/ Job Analysis
o Are job-related & based on a job analysis
o Are properly administered
* Formal
* Standardized
* Not too complicated
o Provide specific feedback
* Focus on behaviors rather than traits
* Ratings are documented
o Use appropriate raters
* Raters are trained
* All relevant raters are used
* Raters used must be relevant and
qualified
What is the Purpose of the Appraisal?
- Feedback and Training
Performance appraisal review - Determining Salary Increases
- Making Promotion decisions
Peter Principle - Making termination decisions
- Conducting Organizational Research
What is the Peter Principle?
the concept that people are promoted based on their performance in their current role, rather than their ability to perform in the new role.
Factors that are Negative
Overworked Supervisors
No resources available for Merit pay
Cohesive employees ( peer rating)
Who Will Appraise Performance?
- Upper management
- Direct supervisor
- Peers
- Subordinates
- Support staff
- Customers/the
public - Vendors
- Self
Multi-Source
Feedback
- A contemporary approach to
performance assessment and
feedback that incorporates
peers, subordinates, supervisors,
and sometimes customers or
clients. - 360-degree feedback
Selecting the
Best Appraisal Method/ Questions to ask?
- Three Important Decisions
1: What will be the focus of the appraisal dimensions?
2: Should dimensions be weighted?
3: Should we use employee comparisons, objective measures, or ratings?
What will be the
focus of the
appraisal dimensions?
o Trait
o Competency
o Task
o Goal
o Contextual
