| Question |
Answer |
| Performance Management Definition |
-The means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals. |
| Performance Management Definition (functional) |
-The use of organizational systems, tools, procedures, etc. to help ensure a given organizational member is performing to his/her highest potential and level of effectiveness.
|
| Performance Management Cycle |
1. Setting Accountabilites
2. Developmental Review
3. Performance Review
4. Rewards |
| Accountabilites |
The strategic objectives of the organization, business, function, group, etc. |
| Method of Evaluation |
http://i32.tinypic.com/2af0pcy.jpg |
| Individual Ranking |
Ranking employees' performance from highest to lowest. |
| Group Order Ranking |
Ranking employees' performance by forced distribution.
**GE top 10%/70%/20% high to low** |
| Graphic Rating Scales |
A performance appraisal method that lists traits and a range of performance for each.
-ie. qualitative or quantitative 1 to 5 etc.
(An appraisal method) |
| Critical Incidents |
A performance evaluation that focuses on key behaviors that differentiate between doing a job effectively or ineffectively.
-asks open ended qurestions.
(An appraisal method) |
| BARS- Behaviorally Anchored Rating Scales |
A performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance. The evaluator appraises behaviors rather than traits.
(critical incident & graphic rating combo) |
| MBO- Management by Objectives |
A performance appraisal method that includes mutual objective setting and evaluation based on the attainment of the specific objectives. Think top down process map. |
| "Top Down" MBO Process Map |
http://i25.tinypic.com/2z6vy3n.jpg |
| Leniency Error |
Performance appraisal distortion caused by evaluating employees against one's own value system.
-Can be positive or negative (high vs. low rating)
*A rating error* |
| Halo Error |
The tendency to let our assessment of an individual on one trait influence out evaluation of that person on other specific traits.
*A rating error* |
| Similarity Error |
Evaluating employees based on the way an evaluator perceives himself or herself. "Is this person like me?"
*A rating error* |
| Central Tendency |
The tendency of a rater to give average ratings.
*A rating error* |
| Inflationary Pressures |
A rating error where rater exhibits low differentiation between the upper range of rating choices. |
| Inappropriate Substitutes |
Using a trait or behavior to rate an individual that does not fit a trait or behavior that is specific to the job.
*A rating error* |
Science Vocab 147928
