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10 Cards in this Set
- Front
- Back
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Process to measure and document work-related behaviors and outcomes of employees, usually on a formalized and episodic basis
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Performance Appraisal
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Ongoing, coordinated system of human resource policies and management practices which assess, guide, develop, and reinforce performace
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Performance management
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why assess employee performance?
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Basis for HR decision-making
program design/assessment Employee development |
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Why assess employee performance?
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Clarify job requirements & role behaviors
Identify problems and areas of performance Constructive feedback as a basis for learning Enables us to coach for improvement Foundation for individual development plans Provide basis for human resource decisions Training needs assessment Training transfer assessment Validate selection predictors Review hiring standards (Job Specs) Make & justify pay rises, performance based rise |
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Judgemental performance appraisal
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Simple ranking
Forced distribution Rating |
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3 rankings
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straight ranking
alternative ranking paired comparison ranking |
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Forced Distribution (ranking)
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-tells you what place you got but not know how well your doing
-only one person can get #1 or #2 |
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has some kind of absolute standard, many people could get same score
(most grades are rating) |
Conventional rating scales
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3 ratings scales
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Conventional
BOS (Behavioral observation scale) BARS (Behavior anchor rating scale) |
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Attributes of a "good" performance assessment system
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Job relatedness
legality reliability objectivity variance practicality utility acceptability feedback |
