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HR Ch. 11
Frear HR Ch. 11
| Term | Definition |
|---|---|
| Performance | Degree of accomplishment of the tasks that make up an employee's job. |
| Performance Appraisal | Process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement. |
| Management By Objectives (MBO) | Consists of establishing clear and precisely defined statements of objectives for the work to be done by an employee, an action plan, implement the action plan, measure objective achievement. |
| Graphic rating Scale | Method of performance appraisal that requires the rater to indicate on a scale where the employee rates on factors such as quantity of work, dependability, job knowledge, and cooperativeness. |
| Behaviorally Anchored Rating Scale (BARS) | Method of performance appraisal that determines an employee's level of performance based on whether or not certain specifically described job behaviors are present. |
| Critical-Incident Appraisal | Method of performance appraisal in which the rater keeps a written record of incidents that illustrate both positive and negative employee behaviors, the rater then uses these incidents as a basis for evaluating the employee's performance. |
| Essay Appraisal | Method of performance appraisal in which the rater prepares a written statement describing an employee's strengths, weaknesses, and past performance. |
| Checklist | Method of performance appraisal in which the rater answers with a yes or no a series of questions about the behavior of the employee being rated. |
| Forced-Choice Rating | Method of performance appraisal in which the rater to rank a set of statements describing how an employee carries out the duties and responsibilities of the job. |
| Ranking Methods | Method of performance appraisal in which the performance of the employee is ranked relative to the performance of others. |
| Work Standards Approach | Method of performance appraisal that involves setting a standard or an expected level of output and then comparing each employee's level to the standard. |
| Leniency | Occurs in performance appraisals when a manager's ratings are grouped at the positive end instead of being spread throughout the performance scale. |
| Central Tendency | Tendency of a manager to rate most employees' performance near the middle of the performance scale. |
| Recency | Tendency of a manager to evaluate employees on work performed most recently - one or two months prior to evaluation. |
| Halo Effect | Occurs when a rater allows a single prominent characteristic of an employee to influence his or her judgement on each separate item in the performance appraisal. |
Created by:
sfrase
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