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Performance Appraisals
Performance appraisals are useful tool not only for evaluating the work of employees but also for developing and motivating employees. Performance appraisals can be thought of as means to verify that individuals are meeting performance standards that have been set.
Strategic Choices
Managers should decide on the objectives and purpose for the performance appraisal. Managers can choose between formal and informal procedures for the performance appraisal. Performance appraisal formats can emphasize more objectivity versus subjectivity. Managers must decide on the frequency of the performance appraisals. Managers must decide who conducts the performance appraisal.
Checklists
Checklist is a list of descriptive statements describing job related behavior. If Evaluator perceives the employee as possessing this trait, the item is checked. If Evaluator does not perceive the employee as possessing this trait the item is left blank. Each item listed reflects either a positive or negative quality that an employee could possess.
Weighted Checklists
A checklist evaluation that each response then summed rating. used for performance places weighted values on the weighted response are up to provide an overall
OS
Statements
Always at work unless a critical emergency has arisen. Always volunteers for difficult assignments. Misses work less than twice a month. Mistakes are present in virtually all work completed by this individual. Requests only assignments he or she has performed in the past. While rare, corrections sometimes must be made to work submitted. Will take on challenging assignments if required to do so. Has more than two absences a week. Assignments are always accurate.
Halo Effect
The halo effect occurs when the rater allows one trait or characteristic either positive or negative of the employee to override a realistic appraisal of other traits or characteristics.
Stereotyping
Stereotyping occurs when the rater places an employee into a class or category based on one or a few traits or characteristics. For example an old worker may be stereotyped as being slower, more difficult to train and unwilling to learn approaches.
Attributions
Another perceptual error that can effect the validity of the performance appraisal involves the attributions the rater makes about employee behavior. Making an attribution means to assign causation for another's behavior. For example attribute an employees good performance to external or internal causes such as luck. Holding an easy job, or receiving help from co workers.
Recency Effects
Recency errors occur when performance is evaluated based on performance information that occurred most recently. Recency errors are most likely to occur when there is a long period of time between performance evaluations (such as a year).
Leniency/Strictness Error
These errors occurs when the rater tends to use one of the extremes of a rating scale. In Leniency most of the employees receive very favorable ratings. Strictness error occurs when the rater erroneously evaluates most employees unfavorably as raters simply wants to appear tough or they may have unrealistic expectations of performance.
Management Guidelines
Performance appraisals should be based on a thorough job analysis that is current regarding both JD & JS Performance appraisals should be developed from the job analysis as input into the performance appraisal. The performance appraisals should evaluate a number of specific behaviors. The performance review discussion should be a two way communication between the evaluator and the employee.
Management Guidelines
The performance appraisal should be used not only as a means of evaluating performance but also as a means of motivating and developing the employee. The purpose of the performance appraisal and the objectives of the organization must be considered carefully before deciding on a performance appraisal method. Training programs should be implemented to help raters avoid common perceptual errors in evaluation and help raters with their performance review/feedback skills.
QUESTIONS