Lecture 5 Performance Appraisal

Lecture 5 Performance Appraisal - Chapter 5 Lecture...

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

View Full Document Right Arrow Icon
Chapter 5 Lecture – Performance Appraisal Performance Appraisal o Systematic review and evaluation of employee’s job performance and the delivery of performance feedback o Uses: Personnel decisions- promoting, firing Development purposes – identify strength and weaknesses – coaching Documentation – provide line of legal defense against lawsuits Performance appraisal implications o Poorly designed systems result in very negative consequences Wrong ppl get promoted or fired Employees feel treated unfairly and behave accordingly Outcomes include: low motivation, low commitment to org, counterproductive behs, job dissatisfaction, etc I/O and Performance Appraisal o I/O psychologists especially well-suited to be involved in PA because of training Measurement expertise HR knowledge Organizational psyc o Performance management: process of individual performance improvement includes Goal setting Coaching/feedback PA Developmental planning Contextual Approach o PA is a social-psychological process o Communication occurs within this social context o Used to believe that accuracy was the primary goal of performance appraisal – thus, research on formats and errors o Now we realize that the social context makes PA a complex process of which accuracy is just one part Ratings formats: overview o Various ways to conduct appraisals Graphic rating scales Behaviorally anchored rating scales (BARS) Checklists Employee comparison procedures Graphic Rating Scales o Scales consisting of a number of traits or behaviors that the rater must judge based on how much the rate possesses or based on where EE falls on this dimension regarding…
Background image of page 1

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

View Full DocumentRight Arrow Icon
BARS o Behaviorally Anchored Rating Scales o Five steps in the development Identification of important performance dimensions Generation of behavioral example (Critical Incidents) at all levels of effectiveness Retranslation of CIs back into dimensions Rating of each CI on effectiveness Choose items with behl anchors o Strength and Weakness – very elaborate so takes much time and money to create Checklists o Read large number of behavioral statements and check if individual exhibits each behavior o Weighted Checklist – variant of the checklist in which items are weighted by importance
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.

This note was uploaded on 03/30/2012 for the course PSYC 3050 taught by Professor Na during the Spring '11 term at LSU.

Page1 / 6

Lecture 5 Performance Appraisal - Chapter 5 Lecture...

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