Performance Appraisal

Evaluating an employee's current and/or past performance relative to his or her performance standards.

Performance Appraisal Process

A three-step appraisal process involving (1) Setting work standards, (2) assessing the employee's actual performance relative to those standards and (3) providing feedback to the employee with the aim of helping him or her.

A scale that lists an number of traits and a range of performance for each, the employee is then rated by identifying the score that best describes his or her level of performance for each trait.

Alternation ranking method

Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.

Paired Comparison Method

Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employees of the pair.

Forced Distribution Method

Similar to grading on a curve; predetermined percentages or rates are placed in various performance categories.

Critical Incident Method

Keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Behaviorally anchored rating scale

An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.

Electronic Performance Monitoring (EPM)

Having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance.

An appraisal that is too open to interpretation.

In performance appraisal, the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other trait.

A tendency to rate all employees the same way, such as rating them all average.

The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.

The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive.

An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.

Performance Management

The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals.

Help

Options

focusNode

Didn't know it?
click below

Knew it?
click below

Don't Know

Remaining cards (0)

Know

retry

shuffle

restart

0:00

Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.

Normal Size Small Size show me how

HR 9

Term	Definition
Performance Appraisal	Evaluating an employee's current and/or past performance relative to his or her performance standards.
Performance Appraisal Process	A three-step appraisal process involving (1) Setting work standards, (2) assessing the employee's actual performance relative to those standards and (3) providing feedback to the employee with the aim of helping him or her.
Graphic Rating Scale	A scale that lists an number of traits and a range of performance for each, the employee is then rated by identifying the score that best describes his or her level of performance for each trait.
Alternation ranking method	Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.
Paired Comparison Method	Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employees of the pair.
Forced Distribution Method	Similar to grading on a curve; predetermined percentages or rates are placed in various performance categories.
Critical Incident Method	Keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.
Behaviorally anchored rating scale	An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
Electronic Performance Monitoring (EPM)	Having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance.
Unclear Standards	An appraisal that is too open to interpretation.
Halo Effect	In performance appraisal, the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other trait.
Central tendency	A tendency to rate all employees the same way, such as rating them all average.
Strictness/leniency	The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.
Bias	The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive.
Appraisal Interview	An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Performance Management	The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals.

Created by: Kinny

"Know" box contains:
Time elapsed:
Retries: