361_Lecture 4 -- Guided Notes (Criterion Measurement Part I).docx

361_Lecture 4 -- Guided Notes (Criterion Measurement Part I).docx

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Lecture 4: Criterion Measurement (Part I) OTDs: 1. Understand the distinction between ultimate and actual criterion with respect to employee job performance 2. Understand the techniques and guidelines for developing “good” criteria Objectives: 1. Given a term/definition related to the development of performance criteria, select the most accurate factual statement. 2. Given causes or remedies of criterion deficiency or criterion contamination, able to select the most accurate factual statement. 3. Given a question/example about a good/bad criterion measure, you will be able to identify the guideline for criterion development that is being described or violated. 4. Given a question about the use or advantages/disadvantages of composite criterion, select the most accurate factual statement. 5. Given a description/example of a criterion measure, you will be able to identify it as an objective or subjective type of performance criteria. I. Basic of Job Criterion - Everytime time we make a decision or evaluate something, we use criteria to help guide our judgements - Criteria: evaluative standards used as indicators of success or failure - Criteria inform important organizational functions: (1) Evaluating employee performance (2) Training program effectiveness (3) Validating selection instruments (4) Layoff and promotion decisions - “Bad” criteria are problematic for both legal and organizational reasons - Example: Firing an employee for arriving to work late Is arriving on time important to success on this job?
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  • Fall '08
  • SCMIDT
  • Criterion Measurement

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