MHR 523 - 7 - Performance Management - Students

Performance Management

The use of performance data to effect organizational culture, systems, and processes, set goals, allocate resources, affect policies and programs, and share results.

Performance Appraisal

The process by which organizations evaluate employee job performance.

SMART Goals

Specific, Measurable, Achievable, Relevant, Time-bound goals used in effective performance management systems.

Validity in Performance Management Systems

The degree to which a performance measure assesses all relevant aspects of job performance.

Reliability in Performance Management Systems

The consistency of a performance measure over time.

Rater Training

Training provided to evaluators to ensure they understand good vs poor performance to improve the accuracy of evaluations.

Halo Effect

A cognitive bias where the perception of one positive quality leads to the assumption of other positive qualities.

Leniency Bias

The tendency to give higher ratings than deserved, often due to a desire to be nice rather than accurate.

Central Tendency Error

The tendency to rate all employees near the middle of the scale, avoiding extreme ratings.

Feedback Effectiveness

The extent to which feedback leads to improved performance; can be negatively impacted if directed at the person rather than the task.