stewart chapter 8

stewart chapter 8 - Measuring Performance and Providing...

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Unformatted text preview: Measuring Performance and Providing Feedback Click to edit Master subtitle style Chapter 8 What determines performance? Task performance Citizenship performance Counterproductive performance Combination of KSAs and motivation/effort Performance can be measured: Objectively or subjectively Through outcomes or behaviors Why is performance appraisal important? Feedback/communication Administrative decisions Training and development input Validate selection tools Input to HR planning Align employee performance with strategy Improving effectiveness of the performance appraisal Control deficiency and contamination Reduce rater errors Proper appraisal design Frame­of­reference training Rater error training Improving effectiveness of the performance appraisal Avoid common errors Distributional errors Central tendency/leniency/severity Similar to me Contrast Halo and horns Recency/primacy Stereotypes/biases Situational factors Who is involved in performance management? HR Managers Peers Subordinates Self Customers 360­degree feedback… Performance appraisal methods Narrative Graphic rating scales Forced ranking/alternation ranking Forced distribution And more methods… Critical incidents BARS BOS MBO Feedback and communication Positive and negative feedback Feedback specificity Focus on tasks/behaviors, not the person Prepare for feedback session! Great expectations… ...
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stewart chapter 8 - Measuring Performance and Providing...

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