Lecture 9, Evaluating Employee Performance, Full Slides, Nov. 12, 2009

Lecture 9, Evaluating Employee Performance, Full Slides, Nov. 12, 2009

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The Psychology of People, Work, and Organizations Psychology 2060 Evaluating Employee Performance Nov. 12 , 2009 Cell Phones!!!
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Performance Appraisal (def.) Systematic review and evaluation of employee’s job performance and the delivery of performance feedback. Issues (Steps) in Performance Appraisal Purpose of performance Appraisal Understand the context Determine who will evaluate performance Select the best measurement method a) Determine the dimensions of job performance b) Determine the most suitable measurement approach i) Subjective approach - Be aware of rater errors! ii) Objective approach Provide rater training Measure performance Feed performance results back to employees
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Performance Appraisal Purpose of Performance Appraisal Administrative, Developmental, Other… Personnel Decisions – promoting, firing Developmental Purposes – Identify strengths and weaknesses, coaching Documentation – provide line of legal defense against lawsuits
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Performance Appraisal Poorly designed systems result in very negative consequences Wrong people get promoted or fired Employees feel they have been treated unfairly and behave accordingly Outcomes include: low motivation, low commitment to organization, counterproductive behaviors, job dissatisfaction, etc.
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Performance Appraisal Needed for Performance Management Performance management: a systematic approach to performance enhancement. Includes 1. Goal setting 2. Performance period 3. Performance appraisal 4. Coaching/feedback Development plan ID strengths, weaknesses, agree on action steps, set goals New iteration This is a huge industry right now in I/O consulting.
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Performance Appraisal Systematic review and evaluation of employee’s job performance and the delivery of performance feedback. Issues (Steps) in Performance Appraisal Purpose of performance Appraisal Understand the context Determine who will evaluate performance Select the best measurement method a) Determine the dimensions of job performance b) Determine the most suitable measurement approach i) Subjective approach - Be aware of rater errors! ii) Objective approach Provide rater training Measure performance Feed performance results back to employees
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Understand the Context Identify the environmental and cultural factors that could affect performance appraisal. E.g., If supervisors overworked, an elaborate rating system will not be welcomed Using peer ratings could hinder team cohesiveness Need to be aware of union restrictions Need to know if raters have sufficient observational opportunities to rate performance
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How might raters use PA in ways other than providing veridical perf. ratings?
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This note was uploaded on 04/11/2010 for the course BUSINESS CSIT126 taught by Professor Dfaad during the Spring '09 term at Aarhus Universitet.

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Lecture 9, Evaluating Employee Performance, Full Slides, Nov. 12, 2009

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