Chapter 7

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Chapter 7

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

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