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Wk 11: Evaluating Individuals
Terms in this set (21)
An appraisal system that uses feedback from superiors, peers, subordinates, and possibly customers.
The tendency for the physical attractiveness of a rater to affect their performance appraisals.
behaviourally anchored rating scales (BARS)
Appraisal method that provides specific descriptors for each point on the rating scale.
behavioural observation scales (BOS)
Appraisal method under which appraisers rate the frequency of occurrence of different employee behaviours.
central tendency error
Occurs when appraisers rate all employees as "average" in everything.
The tendency for a set of performance appraisals to be influenced upward by the presence of a very low performer or downward by the presence of a very high performer.
forced distribution method
A performance appraisal method that stipulates the distribution of employees across the performance categories.
graphic rating scale
An appraisal method in which appraisers use a numerical scale to rate employees on a series of characteristics.
Occurs when appraisers rate an individual either high or low on all characteristics because one characteristic is either high or low.
The tendency of some appraisers to provide unduly low performance appraisals.
individual/team merit grid
A method for linking individual merit pay to both individual and team performance.
The tendency of many appraisers to provide unduly high performance appraisals.
management by objectives (MBO)
An approach to management that involves setting employee goals and providing feedback on goal accomplishment.
merit pay grid (merit pay matrix)
A tool for allocating merit raises, based on the performance level of the employee and the pay range quartile in which they fall.
paired comparison method
Determines the rank order of all employees in a unit by comparing each employee with each of the other employees in the unit.
The process of assessing the overall performance levels of individual employees.
performance appraisal reliability
Occurs when a performance appraisal system produces the same scores even when applied by different appraisers.
performance appraisal validity
The process of assessing the overall performance levels of individual employees. Occurs when employees who receive the highest scores in a performance appraisal system are in fact the highest performers.
Method for improving employee performance based on goal setting, feedback, encouragement and support, and rewards for success.
The tendency of appraisers to over weight recent events when appraising employee performance.
The tendency of appraisers to inflate the appraisals of appraisees they see as similar to themselves.
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