Performance Appraisal Methods Flashcards
1
Q
Performance Appraisal Methods
A
- Comparison
- Narrative
- Behaviorally Anchored Ratings Scales (BARS)
- Checklist
- Management by Objectives (MBO)
- 360-Degree Feedback
- Self-Assessment
2
Q
Comparison
A
- Compares employees to each other
- Ranked: evaluator ranks employees from highest to lowest
- Paired comparison: evaluator compares employees to the other employees in the group
- Forced distribution: evaluator uses a bell curve resulting in a few high performers, few low
performers, and mostly average performance
3
Q
Narrative
A
- Uses a Likert scale (1-5 point rating)
4
Q
Behaviorally Anchored Ratings Scales (BARS)
A
- Evaluator ranks anchored statements
- Must be customized by job and built from the job description
5
Q
Checklist
A
- Evaluator checks off which behaviors were observed and to what degree throughout the performance period
- Does not provide meaningful feedback
6
Q
Management by Objectives (MBO)
A
- Evaluator uses mutually set goals to rate employees
7
Q
360-Degree Feedback
A
- Performance is gathered from suppliers, vendors, subordinates, and superiors
8
Q
Self-Assessment
A
- Employees evaluate themselves
- Typically, the first step in a multi-step evaluation process
9
Q
Common Performance Appraisal Errors
A
- Central tendency/leniency/strictness
- Contrast effect
- Cultural noise
- First-impression effect
- Halo effect / horn effect
- Inconsistency
- Negative emphasis
- Nonverbal bias
- Primacy error
- Recency error
- Similar-to-me / Different-than-me error
- Stereotyping
10
Q
Central tendency/leniency/strictness:
A
- Rating every employee about average
11
Q
Contrast effect
A
- Comparing all statements against all other statements
12
Q
Cultural noise
A
- Not recognizing when the candidate answers questions based on what the candidate
believes the interviewer wants to hear
13
Q
First-impression effect
A
- Forming opinions based on first impression rather than the objective
data collected
14
Q
Halo effect/horn effect
A
- Emphasizing either a positive trait (halo) or a negative trait (horn) over all other
traits the employee displays
15
Q
Inconsistency
A
- Manipulating data to draw selective rather than representative conclusions
Example: A male employee sexually harasses a female employee at a company event. The harassment is
witnessed by 12 people, three of whom are men. The HR pro only interviews the three male employees.
