HR Final Review Sheet

HR Final Review Sheet - Ch. 7 Absolute Judgment an...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Ch. 7 Absolute Judgment – an appraisal format that asks supervisors to make judgments about an employee’s performance based solely on performance standards Behavioral Appraisal Instrument – an appraisal tool that asks managers to assess a worker’s behaviors Comparability – in performance ratings, the degree to which the performance ratings given by various supervisors in an organization are based on similar standards Competencies – characteristics associated with successful performance Competency Model – Set of competencies associated with a job Dimension – an aspect of performance that determines effective job performance Frame-of-Reference Training (FOR) – A type of training that presents supervisors with fictitious examples of worker performance (either in writing or on video), asks the supervisors to evaluate the workers in the examples, and then tells them what their ratings should have been Management by Objectives (MBO) – a goal-directed approach to performance appraisal in which workers and their supervisors set goals together for the upcoming evaluation period Outcome appraisal instrument – an appraisal tool that asks managers to assess the results achieved by workers Peer review – a performance appraisal system in which workers at the same level in the organization rat one another Performance appraisal – the identification, measurement, and management of human performance in organizations Rater error – an error in performance appraisals that reflects consistent biases on the part of the rater Relative Judgment – An appraisal format that asks supervisors to compare an employee’s performance of other employees doing the same job Self-review – a performance appraisal system in which workers rate themselves Situational factors or system factors – a wide array of organizational characteristics that can positively or negatively influence performance 360˚ feedback – the combination of peer, subordinate, and self-review Trait appraisal instrument – an appraisal tool that asks a supervisor to make judgments about worker characteristics that tends to be consistent and enduring Subordinate Review – a performance appraisal system in which workers review their supervisors Ch. 8 Training – the process of providing employees with specific skills or helping them correct deficiencies in their performance Development – an effort to provide employees with the abilities the organization will need in the future Simulation – a device or situation that replicates job demands at an off-the-job site Virtual Reality – the use of a number of technologies to replicate the entire real-life working environment
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Job Aids – external sources of information, such as pamphlets and reference guides, that workers can access quickly when they need help in making a decision or performing a specific task Cross-Functional Training – training employees to perform operations in areas other than their assigned job Peer Trainers
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 5

HR Final Review Sheet - Ch. 7 Absolute Judgment an...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online