D382 Topic 7 FLASHCARDS (performance appraisals)

performance appraisal

a regular review of an employees job performance

administrative (performance appraisal)

determines which employees to layoff or promote

development (performance appraisal)

identifies knowledge and strengths of the employees

peer appraisals

very useful for self managed teams, validity is reduced if the organizations reward system is competitive

subordinates

all the employees who work for a supervisor/manager

Ranking (performance appraisals)

useful when there are limited resources

Forced distribution (performance appraisal)

supervisor is required to assign only a certain portion of subordinates to each of several categories with respect to each other

Job analyses (under performance appraisals)

used to determine the relationship between an employees day to day responsibilities and what they are being evaluated on

rater errors

innacurate information

poor communication

The three factors that affect the validity of an organizations performance appraisal process

empirical vlidity

legally defensible is challenged in court

employee autonomy

letting workers determine how to address an issue

narrative essay (performance appraisal)

looks at each employees information such as strengths vs weaknesses, traits, and performance

paired comparisons

forced the assessor to compare the performance of each incumbent to all other incumbents

straight, alternative, and paired comparisons

the three employee ranking methods even though all of them still rank employees from best to worst