Performance Appraisal Flashcards

Flashcards for performance appraisal review.

Performance Appraisal

System of measuring, evaluating, and influencing an employee's job-related attributes, behaviors, outcomes, and absenteeism.

Resources that enhance productivity

Technology, Capital, Human.

Criteria of job performance

Attributes, Behaviors, Outcomes.

Performance Appraisal Includes

Data collection, Job analysis, Reliability and Validity, Rater and Ratee Characteristic, Development and evaluation, Relation to stated objectives.

Performance Appraisal enhances

Management development, Performance Measurement, Performance Improvement, Compensation, Identification of potential, Feedback.

General purposes of appraisal

Evaluation, Development.

Evaluation purposes

Pay, Promotion, Demotion, Layoff, Termination.

Developmental purposes

Research, Feedback, Management/career development, Human resource planning, Performance improvement, Communications.

Performance Appraisal is related to

Job analysis, Selection, Compensation, Training.

Responsibility for performance appraisal

Line managers are primarily responsible; Personnel Managers serve as advisors.

Legal Necessities in PA

Valid performance standards and criteria, Valid PA forms, Communicating performance standards and criteria.

Types of PA forms

Subjective, Objective.

PERFORMANCE APPRAISAL ASASET OF PROCESSESS AND PROCEDURES

CRITERIA – performance criteria that are job related; STANDARDS – identified to measure how employees are performing.

Approaches to performance appraisal

Comparative standards, Absolute Standards, Objectives based, Direct indexes.

Comparative Standards Approaches

Straight ranking, Alternative ranking, Paired comparison, Forced distribution.

Quality absolute standards

Narrative essays, Critical incidents, Weighted checklist.

Quantitative absolute standards

Conventional rating, BARS ( behaviorally anchored rating scale), BOS (Behavioral observation scale).

Objective based PA approaches

Management by objectives, Responsibility centers, Work standards approach.

Management by objectives includes

Establish goals, Set performance standards, Comparison, Evaluate goals and strategies.

The direct index approach uses impersonal information related to

Productivity, Absenteeism, Turnover.

Effective PA forms

Free from errors, Reliable and valid, Comparable across individuals and departments.

Criteria for PA form assessment

Developmental, Evaluational, Economic, Freedom from error, Interpersonal.

Analysis of future performance

Assessment centers focus on future performance.

Influences upon PA

Superior subordinate relationship, Nature of the job, Organizational conditions.

Superior related PA problems

Being unaware of subordinate activity, Lack of performance standards, Use of inappropriate standards, Resistance to make ratings.

Errors associated with superior’s use of inappropriate standards

Halo Effect, Leniency, Strictness, Central Tendency, Recency of events

Suggestions to minimize errors

Address a single job activity, Observe behavior regularly, Avoid terms like “average”, Evaluate only small number of employees, Train specifically to eliminate subjective errors, Use meaningful, clearly stated dimensions.

Sources of Performance Appraisal data

Ratee’s supervisor, Peers, Ratee, Subordinates.

Drawbacks to appraisal by supervisors

Intimidation by power, One way – process, Lack of interpersonal skills, Reluctance to judge, Alienation by punishment.