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Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
Chapter 7
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Chapter 7

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Transcript

  • 1. CHAPTER 7
    • PERFORMANCE APPRAISALS
  • 2. PURPOSES
        • ENHANCE ORGANIZATIONAL DECISIONS, EG. PAYRAISES, PROMOTIONS
        • ENHANCE THE QUALITY OF INDIVIDUAL DECISIONS, EG. CAREER CHOICES, FUTURE DEVELOPMENT
  • 3. PURPOSES
    • PROVIDE RATIONAL, LEGAL DEFENSIBLE BASIS FOR PERSONNEL DECISIONS
    • AFFECT EMPLOYEES’ VIEWS AND ATTACHMENT TO THE ORGANIZATION
  • 4. Sources of Performance Appraisal Information
    • Objective Production Data
    • Personnel Data
    • Judgmental Data
  • 5. Performance Appraisals & the Law
    • Negligence -breach of duty by employer
    • Defamation -disclosure of info that damages employee’s reputation
    • Misrepresentation -disclosure of favorable info that is untrue
  • 6. Using the Results of Performance Appraisals
    • Personnel Training
    • Wage & Salary Administration
    • Placement
    • Promotions
    • Discharge
    • Personnel Research
  • 7. Rater Motivation
    • Willingness vs. Capacity to Rate
    • “ Appraisal Politics”
  • 8. Rater Training
    • Rating Error Focus
    • Frame-of-Reference Training
  • 9. ERRORS IN JUDGMENT
    • HALO ERRORS
    • EVALUATIONS BASED ON RATER’S GENERAL FEELINGS
    • DOES NOT DISTINGUISH AMONG MANY DIMENSIONS OF PERFORMANCE
  • 10. LENIENCY ERRORS
    • NEGATIVE –GIVES HARSHER EVALUATION THAN DESERVED
    • POSITIVE —GIVES HIGHER RATINGS THAN DESERVED
  • 11. ERRORS
    • CENTRAL TENDENCY- RATER UNWILLING TO GIVE EXTREME RATINGS, USE ONLY THE MIDDLE PART OF THE SCALE
  • 12. Types of Assessments
    • Self Assessments-most grade higher
    • Peer Assessments
      • Peer Nomination, Peer Ratings, & Peer Rankings
    • 360-Degree Feedback
      • Multi-Source Feedback
      • Three Dimensions
      • People, Change, Structure
  • 13. RELIABILITY
    • DETERMINED BY INTER-RATER AGREEMENT
    • MOST USE FOR FEEDBACK ONLY
  • 14. Feedback of Appraisal Information to Employees
    • Performance Appraisal Interview
    • Credibility
    • Power

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