MHR 701 Performance Career Mgt
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| Performance Management Definition | -The means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals.
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| 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.
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| Performance Management Cycle | 1. Setting Accountabilites
2. Developmental Review
3. Performance Review
4. Rewards
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| Accountabilites | The strategic objectives of the organization, business, function, group, etc.
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| Method of Evaluation | http://i32.tinypic.com/2af0pcy.jpg
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| Individual Ranking | Ranking employees' performance from highest to lowest.
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| Group Order Ranking | Ranking employees' performance by forced distribution.
**GE top 10%/70%/20% high to low**
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| 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)
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| 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)
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| 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)
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| 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.
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| "Top Down" MBO Process Map | http://i25.tinypic.com/2z6vy3n.jpg
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| 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*
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| 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*
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| Similarity Error | Evaluating employees based on the way an evaluator perceives himself or herself. "Is this person like me?"
*A rating error*
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| Central Tendency | The tendency of a rater to give average ratings.
*A rating error*
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| Inflationary Pressures | A rating error where rater exhibits low differentiation between the upper range of rating choices.
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| 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*
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