human resources-1 - Strategic HR Management Review Sheet...

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Strategic HR Management Review Sheet - Final Exam CHAPTER 9- PERFORMANCE MANAGEMENT Performance Management A broad process that requires managers to define, facilitate, and encourage performance by providing timely feedback and constantly focusing everyone's attention on the ultimate objectives. Performance Appraisal A review of the job-relevant strengths and weaknesses of an individual or a team in an organization. Purposes of Performance Appraisal Systems 2. To improve employees’ word performance by helping them realize and use their full potential in carrying out their firms’ missions. 3. To provide information to employees and managers for use in making work-related decisions. Requirements of Effective Appraisal Systems: Relevance In an effective appraisal system, a requirement that there be clear links between the performance standards for a particular job and the organization's goals, and clear links between the critical job elements identified through a job analysis and the dimensions to be rated on an appraisal form. Sensitivity The capability of a performance appraisal system to distinguish effective from ineffective performers. Reliability The consistency or stability of a measurement procedure. Acceptability The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it. Practicality Implies that appraisal instruments are easy for managers and employees to understand and use. Behavior-Oriented Rating Methods: An appraisal method in which employee performance is rated either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others. Simple Ranking Requires only that the rater order all employees from highest to lowest, from "best" employee to "worst" employee. Alternation Ranking A ranking method in which a rater initially lists all employees on a sheet of paper and then chooses the best employee, worst employee, second best, second worst, and so forth until all employees have been ranked. Paired Comparison A behavior-oriented rating method in which an employee is compared to every other employee; the rater chooses the "better" of each pair and each employee's rank is determined by counting the number of times she or he was rated superior. Forced Distribution A rating method in which the overall distribution of ratings is forced into a
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normal, or bell-shaped, curve, under the assumption that a relatively small portion of employees is truly outstanding, a relatively small portion is unsatisfactory, and all other employees fall in between. Critical Incidents In job analysis, vignettes consisting of brief actual reports that illustrate particularly effective or ineffective worker behaviors; a behavior-oriented rating method consisting of such anecdotal reports. BARS (Behaviorally Anchored Rating Scales)
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human resources-1 - Strategic HR Management Review Sheet...

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