APPRAISING AND MANAGING PERFORMANCE (FINALS) Flashcards
is a staple part of the human resource management function by which the past or current job of an employee is reviewed, evaluated, and eventually kept on file as evidence to support management’s future actions and decisions.
Employee Performance Appraisal
Evaluating Employee Performance
Managers and Department Heads
Self-Appraisal
Subordinate Appraisal
Peer Appraisal
360-degree Assessment
supervisors assess their direct reports based on set criteria related to job roles and organizational goals.
Managers and Department Heads
Employees evaluate their own performance, often using structured forms.
Self- Appraisal
provide feedback on their managers, focusing on leadership and management effectiveness.
Subordinate Appraisal
Colleagues evaluate each other’s performance, focusing on teamwork and collaboration.
Peer Appraisal
Combines feedback from managers, peers, subordinates, and self-appraisals, often including external stakeholders like customers.
360 Degree Assessment
valuates employees based on specific personal qualities or traits that are considered essential for the job and the organizational culture. Traits commonly assessed include dependability, creativity, initiative, teamwork, and leadership.
Character Traits Method
focuses on specific behaviors that are critical to job performance. This approach involves identifying key behaviors necessary for success in a role and assessing how frequently and effectively an employee exhibits these behaviors.
Behavior-Based Method
evaluates employees based on measurable outcomes and results of their work. This method emphasizes the completion of tasks, achievement of goals, and overall productivity.
Output-Based Method
The rating should conform to the scale which describe the trait or
behavior being appraised. At the bottom of the rating scale is a “remarks” section to describe the behavior corresponding to the scale.
The Graphic Rating Scale
This method is a newer version of the graphic rating scale. In contrast with other rating scales, the evaluator is furnished with performance dimensions showing outstanding, average, and bad performance. Descriptive statements in a mixed standards are randomly combined thus reducing rater biases by making it less obvious which item reflects best or worst performance.
Mixed Standard Rating Scale.
appraisal in which the evaluator is provided with questions in multiple choice format, from which he is required to choose a single option in rating the employees.
Forced Choice Method
This is also known as the essay method. Here, the evaluator prepares a written report that details the employee’s strengths and weaknesses in essay form and ultimately offers recommendations for improvement.
Written Report Method
Occurs when an evaluator’s overall positive impression of an employee influences ratings across all performance areas.
Halo Effect
