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Ch12

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Transcript

  • 1. CHAPTER 12 PERFORMANCE MANAGEMENT AND APPRAISAL
  • 2.
    • Objectives
        • Distinguish between job criteria and performance standards and discuss criterion contamination and deficiency
        • Identify the two major uses of performance appraisal
        • Describe both the advantages and disadvantages of multisource (360 ˚  appraisal
        • Identify the nature of behavioral approaches to performance appraisal and management by objectives (MBO)
        • Discuss several concerns about appraisal feedback interviews
        • Identify the characteristics of a legal and effective performance appraisal system
  • 3.
    • Identify and Measuring Employee Performance
        • Job criteria and information types
        • Relevance of criteria
        • Criteria problems
        • Performance standards
  • 4.  
  • 5.
    • Who Conducts Appraisals?
        • Supervisory rating of subordinates
        • Employee rating of managers
          • Advantages
          • Disadvantages
        • Team /peer ratings
          • Team appraisal and TQM
          • Team rating difficulties
        • Self-ratings
        • Outside raters
        • Multisource rating
  • 6.  
  • 7.
    • Management by Objectives
        • Key MBO ideas
          • Employee involvement
          • Clear objectives
          • Measurability
        • The MBO process
          • Job review and agreement
          • Development of performance standards
          • Guided objective setting
          • Continuing performance discussions
        • MBO critique
  • 8.
    • Rater Errors
        • Problems of varying standards
        • Recency effect
        • Control tendency, leniency, and strictness errors
        • Rater bias
        • Halo effect
        • Contrast error
  • 9.
    • Appraisal feedback
        • Feedback as a system
        • Appraisal feedback interview
        • Reaction of managers
        • Reactions of appraised employees
  • 10.
    • Legal and Effective Performance Appraisals
        • Performance appraisals and the law
          • Elements of a legally defensible performance appraisal
        • Effective performance management
          • Consistent with organization’s mission
          • Use as development and administrative tool
          • Legal and job-related
          • Viewed as generally fair
          • Documentation