Chapter 4- 2660 - Chapter 4 Performance Appraisal Performance is best appraised by measuring a persons work against a criterion or standard of

Chapter 4- 2660 - Chapter 4 Performance Appraisal...

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Chapter 4: Performance Appraisal - Performance is best appraised by measuring a person’s work against a criterion or standard of comparison. - Before we can appraise performance, we must have a clear idea of what good performance Once that is known, we can develop a procedure to assess it Why do we Appraise Employees? - Performance data can be used for administrative decisions, employee development and feedback, and research to determine the effectiveness of organizational practices and procedures. - Administrative Decisions Most large organizations use job performance as the basis for many negative and positive actions o Negative Actions include: d emotion and termination (firing) o Positive actions include: promotion and pay raises  The basis for using job performance data for administrative decisions can be found in both contract  and law.  Civil service (government) employees in the United States can be fired only for unsatisfactory job  performance or violation of work rules  In Canada, for example, the legal requirement that employee firing must be based on job  performance has been extended to private companies, as well as the government.  - Employee Development and Feedback  major roles of supervisors is to provide information to their subordinates about what is expected on  the job and how well they are meeting those expectations.  Feedback can also be helpful in telling employees how to enhance their skills to move up to higher  positions.  In addition to the annual appraisal, such systems can include goal setting and periodic coaching and  feedback sessions between the employee and supervisor.  - Research I/O psychologists can be directed toward designing better equipment, hiring better people,  motivating employees, and training employees.  o Do a research study comparing employee performance before and after the implementation of  a new program designed to enhance it (one group with new training, and one control group) o Better job performance by the trained group would serve as good evidence for the  effectiveness of the training program. Performance Criteria - A criterion is a standard against which you can judge the performance of anything, including a person.  allows you to distinguish good from bad performance  you cannot adequately evaluate someone’s job performance until you know what the performance  should be.  - Characteristics of Criteria  The  theoretical criterion  is the definition of what good performance is rather than how it is  measured.  (the idea of what good performance is) The  actual criterion  is the way in which the theoretical criterion is assessed or operationalized.  o E.g. for an insurance salesperson, the theoretical criterion is to sell, and the actual criterion is a  count of the sales the person made 
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