18 terms

Human Resource Management Chapter 10 Performance Management and Appraisal

Valentine. Mathis. Jackson. 14th edition Human Resource Management
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Terms in this set (...)

performance management
Series of activities designed to ensure that the organization gets the performance it needs from its employees
performance appraisal
process of determining how well employees do their jobs relative to a standard and communicating that information to them
job duties
identify the important elements in a given job
performance standards
define the expected levels of employee performance
graphic rating scale
scale that allows the rater to mark an employee's performance on a continuum
behaviorally anchored rating scale
scale that describes specific examples of job behavior, which are then measured against a performance standard
ranking
performance appraisal method in which all employees are listed from highest to lowest in performance
forced distribution
performance appraisal method in which ratings of employees performance levels are distributed along a bell-shaped curve
management by objectives
performance appraisal method that specifies the performance goals that an individual and manager identify together
recency effect
occurs when a rater gives greater weight to recent events when appraising an individual's performance
primacy effect
occurs when a rater gives greater weight to information received first when appraising an individual's performance
central tendency error
occurs when a rater gives all employees a score within a narrow ranger in the middle of the scale
leniency error
occurs when ratings of all employees fall at the high end of the scale
strictness error
occurs when ratings of all employees fall at the low end of the scale
rater bias
occurs when a rater's values or prejudices distort the rating
halo effect
occurs when a rater scores an employee high on all job criteria because of performance in one area
horns effect
occurs when a low rating on one characteristic leads to an overall low rating
contrast error
tendency to rate people relative to others rather than against performance standards