This document discusses performance appraisals. It notes that performance appraisals are used for promotions, transfers, terminations and identifying training needs. Performance appraisals aim to build expectations, clarity, and measurement. They can be related to motivation and should consider traits, behavior, and task outcomes. Performance is measured by results like productivity, costs, and sales. Behavior can be measured by things like tardiness. Performance is evaluated by direct supervisors, peers, self, and direct reports. Methods include essays, critical incidents, ratings, and comparisons. Potential problems include biases and lack of differentiation. These can be overcome by using multiple criteria, emphasizing behavior, documenting performance, and training evaluators. Feedback should not include surprises

1. Penilaian Kinerja (Performance Appraisal) Dr. Bill Snavely Miami University

4. Apa yang seharusnya dipertimbangkan? Traits Behavior Task Outcomes

15. Performance Appraisal In A Global Context Relationship to Environment Time Orientation Focus of Responsibility

16. Performance Effort Seniority Skills Held Discretionary Time Job Difficulty Reward Systems

17. Intrinsic Extrinsic Nonfinancial Indirect Types of Rewards