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PERFORMANCE MANAGEMENT AND APPRAISAL (performance appraisal Evaluating an…
PERFORMANCE MANAGEMENT AND APPRAISAL
performance management
The process of creating a work environment in which people can perform to the best of their abilities
performance appraisal
Evaluating an employee s current and/or past performance relative to his or her performance standards.
graphic rating scale
A scale that lists a number of traits and a range of Performance for each
paired comparison method
Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.
forced distribution method
Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories.
alternation ranking method
Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.
critical incident method
Keeping a record of uncommonly good or undesirable examples of an employees work-related behavior and reviewing it with the employee at predetermined times.
essay method
A trait approach to performance appraisal that requires the rater to compose a statement describing employee behavior
focal performance appraisal
An appraisal system in which all of an organization’s employees are reviewed at the same time of year rather on the anniversaries of their individual hire dates
behaviorally anchored rating scale (BARS)
An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
electronic performance monitoring (EPM)
Having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance.
Appraisal Problems
central tendency
A tendency to rate all employees the same way, such as rating them all average
halo effect
In performance appraisal, the problem that occurs when a supervisor s rating of a subordinate on one trait biases the rating of that person on other traits.
unclear standards
An appraisal that is too open to interpretation.
strictness/leniency
The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.
bias
The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive.
appraisal interview
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Tell-and-Listen Interview
. In the tell-and-listen interview, the appraiser/ supervisor communicates the strong and weak points of an employee’s job performance during the first part of the interview.
Problem-Solving Interview
. Listening, accepting, and responding to feelings are essential elements of the problem-solving interview
Tell-and-Sell Interview.
The skills required in the tell-and-sell interview include the ability to persuade an employee to change in a prescribed manner
Management by objectives (MBO)
Performance appraisal method that specifies the performance goals that an individual and manager mutually identify.
Development of performance standards
Setting of objectives: Together, the employee and the superior establish objectives that are realistically attainable
Job review and agreement
Continuing performance discussions
Error in Appraisal Process
error of central tendency
A performance rating error in which all employees are rated about average
leniency or strictness error
A performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings
forced distribution
A performance appraisal ranking system whereby raters are required to place a certain percentage of employees into various performance categories
recency error
A performance rating error in which the appraisal is based largely on the employee’s most recent behavior rather than on behavior throughout the appraisal period
contrast error
A performance rating error in which an employee’s evaluation is biased either upward or downward because of comparison with another employee just previously evaluated
similar-to-me error
A performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection
performance appraisal process
A 3-step appraisal processing involving (1) setting work standards, (2) assessing the employee s actual performance relative to those standards, and (3) providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par.
mixed-standard scale method
A trait approach to performance appraisal similar to other scale methods but based on comparison with (better than, equal to, or worse than) a standard
forced-choice method
A trait approach to performance appraisal that requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance