Chp_7_Performance_Mgt_

Chp_7_Performance_Mgt_ - Chapter 7 Performance Management...

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Chapter 7: Performance Management Performance Management Performance Management Continuous process Performance Appraisal Performance Development Performance Management Not a one-time annual event Performance Appraisal Systematic description of the job relevant strengths & weaknesses within and between employees or groups Typically conducted annually ―The‖ form completed by the supervisor Performance vs. Effectiveness Performance: - What people actually do - Synonymous with behavior - Can be observed - PA should focus this! Effectiveness: - Evaluation of the results of performance - Beyond the control of the individual - E.g., how many promotions a person has Performance Appraisal How can PA help organizations? Enhance quality of organizational decisions Enhance quality of individual decisions Effect employees’ views of organization Provide legal basis PA Purposes Personnel Training: objectives for training and development; feedback Administrative decisions: Raises/Salary Placement Promotions Termination Criteria for personnel psychology research
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Barriers to PA Logistical Organizational Political Interpersonal Sources of Performance Appraisal Data Objective data Personnel data Judgmental data Objective Production Data Most widely used Count of the results of work e.g., # of speeding tickets given; # of hamburgers flipped Variance in measures often unrelated to behaviors Street that the officer is assigned to; shift of McDonalds worker Many jobs with no objective performance measures e.g., managers Personnel Data Data usually available from HR office Absenteeism* Tardiness Turnover rate Accidents* *2 most common What are the limitations of these measures? Judgmental Data Graphic Rating Scales Employee Comparison Methods Rank Order Paired-Comparison Forced-Distribution Behavioral Checklists/Scales Critical Incidents BARS BOS Rating Systems Relative Absolute
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Employee Comparison Methods Rank-order Rank employees on some dimension Hard with large # of EEs Paired-comparison Compare each EE with all other EEs Hard with large # of EEs Forced-distribution Forces rater to distribute EEs into normal curve Good for large # of EEs Rating Scales Most widely used judgmental measure 3 important facets of rating scales degree to which response categories are defined (anchoring) response clarity degree to which the dimension being rated is clear Behavioral Checklists/Scales Critical Incidents:
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Chp_7_Performance_Mgt_ - Chapter 7 Performance Management...

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