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15 Cards in this Set
- Front
- Back
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Performance Appraisal
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evaluating an employee's current and or past performance in relation to his performance standards
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Graphic rating scale
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a scale that lists a number of traits and a range of performance for each. the employee is then rated by identifying the score that best describes his performance for each trait
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alternation raking method
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ranking employees from best to worst on a particular trait, choosing highest then lowest until all are ranked.
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paired comparison method
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ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair
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forced distribution method
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similar to grading curve; predetermined percentages of ratees are placed in various performance categories
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critical incident method
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keeping a record of uncommonly good or undesirable examples of a n employee's work-related behavior and reviewing it with the employee at predetermined times
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behaviorally anchored rating scale (BARS)
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an appraisal that aims at combining the benefits of narrative critical incidents and quantified scale with specific narrative examples of good and poor performance
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electronic performance monitoring (EMP)
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having supervisors electronically monitor the amount of computerized data an employee is processing per day and thereby his or her performance
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unclear standards
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an appraisal that is too open to interpretation
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halo effect
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in performance appraisal, the problem that occurs when a supervisor's rating of a subordinate on one trait is biases the rating of that person on other traits
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central tendency
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a tendency to rate all employees the same way such as rating them all average
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strictness / leniency
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the problem that occurs when a supervisor has a tendency to rate all subordinates either too high or too low
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bias
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the tendency to allow individual differences such as age, race and sex to affect the appraisal ratings employees receive
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appraisal interview
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an interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths
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performance management
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the continuous processes of identifying measuring and developing the performance of individuals and teams and aligning their performance with the organization's goals
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