Hr Lesson 5 - Performance Evals

Front 1

What is a performance appraisal?

Back 1

The identification, measurement and management of human performance in organizations.

Front 2

What is a dimension with respect to job evals?

Back 2

An aspect of performance
that determines effective
job performance.

Front 3

What are the benefits of performance appraisals to the employer?

Back 3

Front 4

What are the benefits of performance appraisals to the employee?

Back 4

Front 5

Appraisal formats can be classified in two ways: (1) by the type of judgment that is required (_______ or _______) and (2) by the focus of the measure (_______, _______, or _______). These are known as measurement tools.

Back 5

1. relative or absolute
2. trait, behavior, or outcome

Front 6

What is the difference between relative and absolute judgement?

Back 6

Front 7

What are the advantages and disadvantages of relative judgment?

Back 7

ADVAN:
Relative rating systems have the advantage of forcing supervisors to differentiate among their workers. Without such a system, many supervisors are inclined to rate everyone the same, which destroys the appraisal system’s value.
DISADVAN:
First, relative judgments (such as ranks) do not make clear how great or small the differences between employees are.
Second, such systems do not provide any absolute information, so managers cannot determine how good or poor employees at the extreme rankings are.
Third, relative ranking systems force managers to identify differences among workers where none may truly exist.This can cause conflict among workers if and when ratings are disclosed.
Finally, relative systems typically require assessment of overall performance. The “big picture” nature of relative ratings makes performance feedback ambiguous and of questionable value to workers who would benefit from specific information.

Front 8

What are the advantages and disadvantages of absolute judgment?

Back 8

ADVAN:
1- allow employees from different work groups, rated by different managers, to be compared to one another.
2- because ratings are made on separate dimensions of performance, the feedback to the employee can be more specific and helpful
3- Absolute formats are also viewed as more fair than relative formats
4** - They avoid creating conflict among workers.
DISADVAN:
1. One is that all workers in a group can receive the same evaluation if the supervisor is reluctant to differentiate among workers.
2. Another is that different supervisors can have markedly different evaluation standards.

Front 9

What is trait appraisal? (focus of the measure format)

What are the problems with it?

Back 9

Making judgments about worker characteristics that tend to be consistent and enduring. (e.g.: decisiveness, reliability, energy, loyalty, leadership).

Problems are that it is subjective (one person's definition of reliability is likely different from someone else's), difficult to defend, and focuses on the person rather than the performance

Front 10

What is a behavioral appraisal? (focus of the measure format)

Back 10

ADVANS:
The main advantage of a behavioral approach is that the performance standards are unambigu- ous and observable.
Behavioral scales also provide employees with specific examples of the types of behaviors to engage in (and to avoid) if they want to do well in the organization, and they encourage supervisors to be specific in their performance feedback.
DISADVANS:
Developing them can be very time consuming, easily taking several months. Another disadvantage is their specificity. The points, or anchors, on behavioral scales are clear and concrete, but they are only examples of behavior a worker may exhibit
Significant organizational changes can invalidate behavioral scales (e.g. obsolescence)

Front 11

What is an outcome appraisal?

Back 11

ADVANS:
1- The outcome approach provides clear and unambiguous criteria by which worker performance can be judged.
2- It also eliminates subjectivity and the potential for error and bias that goes along with it.
3- In addition, outcome approaches provide increased flexibility (a worker’s objectives can easily be adjusted at the beginning of a new evaluation period if organizational changes call for new emphases)
4** - the most important thing is that outcomes can easily be tied to strategic objectives.
DISADVANS:
1- outcome measures may give a seriously deficient and distorted view of worker performance levels (e.g. if a machine broke down and your numbers went down)
2- the development of a “results at any cost” mentality. Using objective measures has the advantage of focusing workers’ attention on certain outcomes, but this focus can have negative effects on other facets of per- formance. (potential to focus on quantity versus quality, etc)

Front 12

What are the challenges to effective performance management?

Back 12

Front 13

How can a company lesson the potential for legal issues?

Back 13

Front 14

Describe how communication should be in performance appraisals

Back 14

Front 15

What are the main causes of problems at work?

How can we classify the main kinds of problems?

Back 15

Main kinds of problems classification:
1. Ability Problems
2. Effort Problems
3. Situational Problems

Front 16

How can we identify and correct ability problems?

Back 16

Front 17

How can we identify and correct effort problems?

Back 17

Front 18

How can we identify and correct situational problems?

Back 18

Front 19

Describe the 360 degree feedback process

Back 19

The combination of peer, subordinate, and self-review