Performance Appraisal & Measurement Flashcards
(42 cards)
Performance Measurement it is important because
Its helps to ensure that people in an organization are all working towards a common goal and to the best of their ability.
Objective Measures of Job Performance why do we like this?
We like them because they provide
objective outcome data collected
by the organizations.
- They are relevant to specific tasks.
- Easy to capture.
The Criterion Problem
It’s hard to measure performance because there aren’t clear criteria for job performance in applied research.
What is Job performance?
in organizational psychology refers to the level of effectiveness and productivity an individual demonstrates in their work role
How can performance be defined?
performance is defined as an addition of employee behaviors that have some expected value to organizations.
How should the mean be measured? 6
measuring the mean involves defining the purpose of
1. measurement,
2. developing a measurement plan,
3. creating items,
4.conducting a pilot study,
5. selecting items,
6. establishing norms, and assessing the reliability and validity of a measure.
job analysis help Match performance appraisals with organizational goals? ( ensuring )
ensuring that the tasks and skills being evaluated are directly related to the company’s objectives and key responsibilities.
What is the Purpose of the Appraisal?/5 ( FDMMC)
- Feedback and Training
Performance appraisal review - Determining Salary Increases
- Making Promotion decisions
Peter Principle - Making termination decisions
- Conducting Organizational Research
What is the Peter Principle?
the concept that people are promoted based on their performance in their current role, rather than their ability to perform in the new role.
Factors that are Negative
Overworked Supervisors
No resources available for Merit pay
Supportive Team Players
Who Will Appraise Performance?
- Upper management
- Direct supervisor
- Peers
- Subordinates
- Support staff
- Customers/the
public - Vendors
- Self
Multi-Source
Feedback/ 360 feedback( collecting input)
360-degree feedback is a modern method of evaluating performance by collecting input from various sources.
This includes:
1.Peers (colleagues at the same level)
2.Subordinates (employees who report to them)
3.Supervisors (managers or bosses)
Customers or clients (sometimes)
Selecting the
Best Appraisal Method/ Three Decisions
What should the appraisal focus on?
Should we give different importance (weight) to certain dimensions?
Should we use comparisons between employees, objective measures, or ratings?
Appraisal dimensions? 5
o Trait
o Competency
o Task
o Goal
o Contextual
Should Dimensions Be Weighted?
Some dimensions may be more
important to an organization than
others
o Administratively easier to avoid
weighting
o Perceptions of fairness
Employee Comparisons 3
Rank Order
Paired Comparison
Forced Distribution
Task Performance
The effectiveness with which an employee performs tasks related to the organization’s core functions is how well they carry out the duties in their job description.
Types of Objective
Measures. 5 ( SSHOW)
Sales numbers
Service time
Hours worked
Outcomes
Work quality
Proxy measurment 3 steps (LST)
- Lack of presence
- Safety record
- Tardiness/timekeeping
Components of
Task Performance/ 1 and 2
1.Job-specific task performance: Tasks that are essential and directly related to a person’s job role.
2.Non-job-specific task performance: Tasks that are not central to the person’s role and may fall outside their core responsibilities.
Organizational
Citizenship Behavior/ OCBs includes 4
- OCBs could include:
- helping and cooperating with
others, - general support for the
organization and its mission. - OCBs are not directly recognize
through formal reward systems. - These behaviors are desirable,
but they are not enforceable.
Three parts of OCBs
1.Personal support
- Organizational Support
3.Responsible Drive .
The Competency Approach 4 ( Clear and specific)
:
1.Clear and specific
2.Visible and measurable
3.Consistent and organized
- Tied to job success
