Unit 8 Flashcards
Performance appraisal
Process of assessing the overall performance levels of individual employees
Performance appraisal reliability
When a performance appraisal system produces the same scores even when applied by different appraisers
Performance appraisal validity
Assessing the overall performance levels of individual employees. Occurs when employees who receive the highest scores in a performance appraisal system are in fact the highest performers
Central tendency error
When appraisers rate all employees as average
Halo error
When appraisers rate an individual either high or low on all characteristics because one characteristic is either high or low
Regency effect
When appraisers over-weight recent events when appraising performance
Constant effect
Tendency for a set of appraisals to be influenced upward by the presence of a very low performer or downward by a high performer
Similarity effect
Appraisers inflate the appraisal of people they see as similar to themselves
Leniency effect
Appraisers provide unduly high appraisals
Harshness effect
Appraisers provide unduly low appraisals
Beauty effect
Physical attractiveness affects the appraisal
Paired comparison method
Determined the rank order of all employees in a unit by comparing each employee with each of the other employees in the unit
Forced distribution method
Appraisal method that stipulates the distribution of employees across performance categories (GE example)
Graphic rating scale
Appraisal method where appraisers use a numerical scale to rate employees on a series of characteristics
Behaviourally anchored eating scales(BARS)
Appraisal method that provides specific descriptors for each point on the rating scale
