Performance Apraisal Methods Flashcards
Comparison
- 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
Narrative
- Uses a Likert scale (1-5 point)
- May be subjective
Behaviorally Anchored Ratings Scales (BARS)
- Evaluator ranks anchored statements
- Must be customized by job and built from the job description
Checklist
- Evaluator check off which behaviors were observed and to what degree throughout the performance year
- Does nor provide meaningful feedback
Management by Objectives
Evaluator used mutually set goals to rate employees
360-Degree Feedback
Performance data is gathered from suppliers, vendors, subordinates and superiors
Self-Assessment
- Employees evaluate themselves
- Typically, the first step in a multiple-step review process
Central tendency / leniency / strictness
Rating every employee about average
Contrast effect
Comparing all statements against all other statements
Cultural noise
Not recognizing when the candidate answers questions based on what the candidate believes the interviewer wants to hear
First-impression effect
Forming opinions based on first impression rather than the objective data collected
Halo effect / horn effect
Emphasizing either a positive trait (halo) or a negative trait (horn) over all traits the employee displays
Inconsistency
Manipulating data to draw selective rather than representative conclusions (e.g., 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.
Negative emphasis
Placing the most emphasis on a small amount of negative and irrelevant information
Nonverbal bias
Placing too much emphasis on body language or other nonverbal cues
