Hr

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Performance Management

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a process encompassing all activities related to improving employee performance, productivity, and effectiveness. It includes goal setting, pay for performance, training and development, career management, and disciplinary action

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Task Performance

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an individual's direct contribution to their job-related processes

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360-degree appraisal

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a performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee, supervisors, and customers

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halo error

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in performance appraisal, the problem that occurs when a supervisor's rating of an employee on one trait biases the rating of that person on other traits

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recency error

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the rating error that occurs when ratings are based on the employee's most recent performance rather than on performance throughout the appraisal period

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appraisal error

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the tendency to allow individual differences, such as age, race, and sex, to affect the appraisal ratings that these employees receive

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similar-to-me error

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the tendency to give higher performance ratings to employees who are perceived to be similar to the rather in some way

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error of central tendency

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a tendency to rate all employees in the middle of the scale

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leniency/strictness error

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the problem that occurs when a supervisor has a tendency to rate all employees either low or high

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graphic rating scales

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a scale that lists a number of traits and range of performance for each. The employee is then rated by identifying the score that best describes his or her level or performance for each trait

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alternation ranking method

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ranking employees from best to worst on a particular trait

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paired-comparison method

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ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair

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forced-distribution method

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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 an employee's work-related behaviour and reviewing the list with the employee at predetermined times

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behaviourally anchored rating scales

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an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance

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management by objectives

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involves setting specific measurable goals with each employee and then periodically reviewing the progress made

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piecework incentive pay

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A system of pay based on the number of items processed by each individual worker in a unit of time, such as items per hour or items per day

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merit pay

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any salary increase awarded to an employee based on his or her individual performance

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sales commission

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ties pay to sales

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total rewards

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encompass the traditional pay, incentives, and benefits, but also things such as more challenging jobs (job design), career development, and recognition programs

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external equity

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an employee perception of pay as fair given the pay rates in other organizations

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internal equity

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an employee perception of pay as fair given the pay rates of others in the organization

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job evaluation

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a systematic comparison to determine the relative worth of jobs within a firm

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compensable factors

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fundamental, compensable element of a job, such as skill, effort, responsibility, and working conditions

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classification method

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a method for categorizing jobs into groups

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point method

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a job evaluation method in which a number of compensable factors are identified, the degree to which each of these factors is present in the job is determined, and an overall point value is calculated

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pay grade

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comprises jobs of approximately equal value

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broadbanding

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reducing the number of salary grades and ranges into just a few wide levels or "bands", each of which then contains a relatively wide range of jobs and salary levels

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wage/salary survey

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a survey aimed at determining prevailing wage rates

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competency-based

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pay-for-knowledge systems for management and professional employees

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pay equity

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providing equal pay to male-dominated job classes and female-dominated job classes of equal value to the employer

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skills-based pay

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for manufacturing employees

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Occupational health & safety legislation

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laws intended to protect health and safety of workers by minimizing work-related accidents and illnesses

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joint responsibility

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an implicit and explicit expectation that both workers nd employers must maintain a hazard-free work environment and enhance the health and safety in the workplace

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WHMIS

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Workplace Hazardous Materials Information System - a legally mandated system designed to protect workers by providing information about hazardous material in the workplace

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Unsafe conditions

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one main cause of accidents- include such factors as improperly guarded equipment; defective equipment; hazardous procedures in, on, or around machines or equipment; unsafe storage; improper illumination; and improper ventilation

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work-related factors

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the job itself, the work schedule, and the psychological climate of the workplace

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unsafe acts

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can undermine even the best attempts to minimize unsafe conditions, and the progressive discipline system should be used in such situations- throwing materials, operating or working at unsafe speeds, making safety devices inoperative by removing, adjusting, or disconnecting them, using unsafe equipment or using equipment unsafely, using unsafe procedures in loading, placing, mixing, and combining, taking unsafe positions under suspended loads, lifting improperly, distracting, teasing, abusing, startling, quarrelling, and instigating horseplay

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selection testing

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reducing unsafe acts by screening out accident-prone individuals before they hired- example: measures of muscular coordination can be useful because coordination is a predictor of safety for certain jobs; tests of visual skills; Employee Reliability Inventory- measures reliability dimensions such as emotional maturity, conscientiousness, safe job performance, and courteous job performance,

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stress

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consequences of job stress include anxiety, depression, anger, and various physical consequences, such as cardiovascular disease, headaches, and accidents

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burnout

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the total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal

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ergonomics

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an interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system- the work, envrionment, machines, equipment, and processes - to match human characteristics