Performance Measurement (ch. 5) Flashcards
Ways performance information utilized in workplace
- Criterion data
- Employee development
- Motivation
- Rewards
- Promotion
- Layoff
Criterion Data
correlate individual’s performance data with test data to see if test predicts performace
Employee Development
can develop a plan to improve weakness and build on strengths
Motivation/Satisfaction
with set standards, evaluation of those standards, and feedback, employers can increase motivation and satisfaction
Objective Performance Measure
quantitative count of results of work i.e. sales volume
low correlation with supervisor ratings
Judgmental Performance Measure
evaluation of effectiveness of individual’s work behavior
tend to capture nuances and complexity of work performance
Work Samples
measure job skills by taking sample of behavior in standardized conditions
Hands-on-performance measurment
requires employee to engage in work-related tasks; based directly on job’s central or critical pieces
i.e. road test before permit
Walk-through testing
requires employee to describe in detail how to complete a task or job-related behavior
Electronic Performance Monitoring & Performance
Electronic performance monitoring
Walk-through testing
requires employee to describe in detail how to complete a task or job-related behavior
Electronic Performance Monitoring & Performance
Electronic performance monitoring
Electronic Performance Monitoring & Performance
Electronic performance monitoring
Performance management
emphasizes link between individual behavior and organization goals/strategies by defining performance in context of the goals
Components of Performance Management
- Definition
- Measurement process
- Communication between supervisor and employee
