Comprehensive HR and Performance Appraisal Methods

Behaviorally Anchored Rating Scale (BARS)

An appraisal method that uses a quantified scale with specific narrative examples of good and poor performance.

Task Analysis

A detailed study of a job to identify the specific skills required, especially for new employees.

Employee Orientation

A procedure for providing new employees with basic background information about the firm.

On-the-job training (OJT)

Having a person learn a job by actually doing the job.

Bias

The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive.

Video Conferencing

Interactively training employees who are geographically separated from each other—or from the trainer—via a combination of audio and visual equipment.

Graphic Rating Scale

A scale that lists a number of traits and a range of performance for each that is used to identify the score that best describes an employee's level of performance for each trait.

Performance Management

The process employers use to make sure employees are working toward organizational goals.

Central Tendency

A tendency to rate all employees the same way, such as rating them all average.

Performance Appraisal

Evaluating an employee's current and/or past performance relative to his or her performance standards.

Paired Comparison Method

Ranking employees by making a chart of all possible pairs of employees for each trait and indicating which is the better employee of the pair.

Job Rotation

Moving a trainee from department to department to broaden his or her experience and identify strong and weak points.

Situational Interview

A situational interview asks candidates how they would handle hypothetical job-related scenarios to assess their problem-solving and decision-making skills.

Stress Interview

It is the worst part for someone who is looking for a job, because of the tense conditions that he/she has to face.

Training

The process of teaching new employees the basic skills they need to perform their jobs.

Steps of OJT

Step 1: Prepare the learner, Step 2: Present the operation, Step 3: Do a tryout, Step 4: Follow up.

Types of Interview Questions

1. Situational Interview, 2. Behavioral Interview, 3. Job-Related Interview, 4. Stress interview.

Steps in Appraising Performance

1. Defining the job, 2. Appraising performance, 3. Providing feedback.

Types of Interview

1. Selection Interview, 2. Appraisal Interview, 3. Exit Interview.

Types of Interview Formats

1. Unstructured or Nondirective Interview, 2. Structured or Directive Interview.

Ways in Which Interviews Can Be Conducted

1. Unstructured Sequential Interview, 2. Structured Sequential Interview, 3. Panel Interview, 4. Mass Interview, 5. Web-Assisted Interviews, 6. Phone and Video Interviews, 7. Computerized Interviews.

Factors Affecting Interviews

1. First Impressions (Snap Judgments), 2. Interviewer's Misunderstanding of the Job, 3. Candidate-Order (Contrast) Error and Pressure to Hire, 4. Nonverbal Behavior and Impression Management, 5. Applicant's Personal Characteristics, 6. Interviewer Behavior.

How to Conduct an Effective Interview

1. Prepare for the Interview, 2. Structure Your Interview, 3. Establish Rapport, 4. Ask Questions, 5. Close the Interview, 6. Review the Interview.

Designing and Conducting an Effective Interview

Step 1: Job Analysis, Step 2: Rate the Job's Main Duties, Step 3: Create Interview Questions, Step 4: Create Benchmark Answers, Step 5: Appoint the Interview Panel and Conduct Interviews.

Types of Computer-Based Training (CBT)

1. Intelligent Tutoring Systems, 2. Interactive multimedia training, 3. Virtual reality training.

SMART Goals

1. Specific, and clearly state the desired results. 2. Measurable in answering 'how much.' 3. Attainable, and not too tough or too easy. 4. Relevant to what's to be achieved. 5. Timely in reflecting deadlines and milestones.

Developing a BARS

1. Generate critical incidents, 2. Develop performance dimensions, 3. Reallocate incidents, 4. Scale the incidents, 5. Develop a final instrument.

Types of Appraisal Interviews

1. Satisfactory—Promotable, 2. Satisfactory—Not promotable, 3. Unsatisfactory—Correctable.