performance evaluation
what is a performance evaluation
a formal process where each employee's performance is evaluated
what is a checklists and possible shortcoming
a series of steps that must be done in order or it must be redone from the beginning
who can conduct performance evaluations
anyone the organization give the authority to do so, can be a subordinate or a manager
valid performance evaluation are conduced
at established intervals and by trained appraisers
what are important factors when it comes to providing effective feedback from performance appraisal interviews
be specific, focused on behavior and standard, constructive, clear, interview follow-up
what kink of scale is BOS
behavior observation scales, the main focus frequency of getting things done or frequency of tasks getting done
what are kind of scale is BARS
behaviorally anchored rating scale, has the same behavioral anchor and description on every section with varying levels of completion, the main focus is on behavioral anchor and description
what are paired comparisons
comparing employee A to employee B,C, and D then B to C, D then C to D, giving you an employee with ratings from 0-3
how are performance standards established
derived from company strategy, based on job description/job analysis
what is a impression management or employees towards evaluator
employees will do anything they can to gain favor in an appraisal vs how they actually preform, do not let this change your mind
what are the absolute standards in appraisal methods/instruments
essay appraisal, critical incident technique, checklists, adjective rating scales, and forced-choice scales
what are the 6 appraisal process steps
establishment of performance standards, communicate standards to employees, measure performance using information, comparison of actual performance with performance standards, discussion of appraisal with employee, initiation of corrective action where necessary
what is the purpose of performance evaluations
evaluative, developmental, and documentation
what is important when evaluating sales/mobile employee performance
focus on measurable outcomes
what ways can a performance appraisal be improved
focus on specific job-related behaviors, use relevant standards, use more than one type of instrument, provide ongoing feedback, use multiple raters, tia appraiser performance to their appraisal
what are the difficulties of performance evaluation
focus on standard of performance not just the individual and focus on process not norms or external issues
what is important when evaluating teams performance
focus on team outcomes, tie rewards to the team outcomes
what are central tendency errors
focus on the middle range of how people preform, no one is fantastic or terrible
what is important when evaluating telecommuters performance
focus should be on measurable outcomes
what is using substitutes for performance
focusing on effort as opposed to outcomes, how much you put in is not the same as an outcome, focus on the actual performance
what is the difference between halo and horn errors
halo sees one good thing and assumes everything is good, horn sees one bad thing and assumes everything is bad
what are inflationary pressure
having people suck up to you to try and gain favor in decisions
what is the difference between horn and harshness
horn sees one bad thing and so everything must be bad, harshness just assumes all scores are bad regardless of performance
what categories are included in fundamental attribution errors
internal vs external cause for success or failure and self vs others
what are performance evaluation based on
job analysis
what is the difference between leniency and halo errors
leniency everything is always good regardless of performance for everything, halo if one thing is good everything must be good
what is the difference between leniency errors and harshness errors
leniency only wants to rate people high and harshness only wants to rate people low
what are the errors involved in distortion of appraisals
leniency, central tendency, harness, halo, horn, similarity, primacy and recency, low appraiser motivation, inflationary pressures, fear of retaliation, use of substitutes for performance, fundamental attribution error, impression management or employees towards evaluator
what is a adjective rating scales and possible shortcoming
list jobs-related adjectives and have a scale 1-5, with anchors attached to each numbers meaning, to see how well a person is preforming. used to reduce bias
what are the issues in international performance appraisals
many problems, cultural differences, translation problems, various laws and regulations
in performance appraisal interviews do you need to stick to one style
no you should be ready to switch between them during the interview when needed
who would be raters in improving the performance appraisal process
peers, supervisors, subordinates, 360 degree system, customers
what is low appraiser motivation
people not wanting to give negative feedback
in the appraisal process what information is used in measuring performance
personal observations, statistical reports, oral reports, and written repots
what are the 3 criteria to help choose appropriate appraisers
position to observe/has access to knowledge, knows the job or task, have the authority
what is an essay appraisal and possible shortcoming
preform a write up on how an employee preformed this year, can focus on different areas of the job for different people, better used with other methods
what are relative standards
ranking and pair comparison
what should you do to prepare for a performance appraisal interview
schedule in advance, have employee self-reflect, gather relevant information, be serious and professional
what are harshness errors
someone does well but still gets graded low, no one can do enough to get a high score
what are leniency errors
someone doesn't do well but still gets rated high, easy grader people do not get low scores
what are halo errors
someone who has one score that is really high and that brings all other score to that same high level regardless of how the preformed in those areas
performance evaluation systems should communicate what
standers for performance and should connect to rewards
why use a combination of techniques for the appraisal method/instruments
strengths of one technique should offset the weakness of the others, collectively the combination should provide a more accurate representation of the employee's performance
what type of interview styles are there in performance appraisal interviews
tell-and-sell, tell-and-listen, problem solving
what is tell-and-sell in a performance appraisal interview
the interviewer tells the employee how they are viewed, how good/bad their performance is, and how they can improve themself, this is a one-way communication
what is tell-and-listen in a performance appraisal interview
the interviewer tells the employee how they think you performed and then the employee will say how they performed, this is a two-way communication
what are similarity errors
the more similar the person being evaluated is to the evaluator the more likely they will receive a higher rate
what should we avoid when it comes to relevant standards in a performance appraisal
the use of relative terms such as average, use of traits and expectations
who should evaluate people in the work place
they are in a position to observe, understands/knows the job or task and, with the authority to conduct the appraisal
how can performance evaluation increase employee confidence
when effort pays off and when receiving feedback
what is problem solving in a performance appraisal interview
when employees already know how they preform so they would rather find out how to improve in other areas or that they are interested in future opportunities
what is a critical incident technique and possible shortcoming
when known types of behaviors that lead to high or low levels of performance occur, if everyone is doing their job it is hard to get the information needed to see what they are/are not doing
what is a fundamental attribution error
when looking at yourself you consider internal influences for success and failure differently than for others
fundamental attribution error self vs other
when other people are successful then we blame external factors but, when other people fail we blame it internally on them that is just who they are a failure
what are primacy errors
when something occurs early in the period that is good or bad, and any subsequent behavior is never considered beyond this event
what are recency errors
when something occurs late in the period that is good or bad, and prior behavior before this is never considered, like it didn't happen
what are horn errors
when something really negative is seen we assume that everything is negative
fundamental attribution error internal vs external
when we are successful we look internally because we achieved it but if we fail then we blame external reasons like just having bad luck
why is it important to follow-up when it comes to corrective action
when your employees realize that you do not follow up people will not follow that information given to them because they have seen the pattern
what decisions should be included in a performance evaluation
who should evaluate, frequency, format, and use of evaluation information
what is fear of retaliation
worrying about an employee retaliating against a bad evaluation
