performance evaluation

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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


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