MHR 523 Lecture Notes - Lecture 8: Central Tendency, Plans, Gender Pay Gap
21 Mar 2017
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May take form of performance improvement plan. Behaviorally anchored rating scales (bars: an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance. Advantages: a more accurate measure, clearer standards, assists in providing feedback, consistency independent dimensions. Employee and supervisor jointly establish performance goals for the future. Goals should be mutually agreed upon and objectively measurable. Problems in performance appraisals: unclear performance standards, halo effect, central tendency leniency or strictness, validity and reliability. How to conduct an interview: appraisal bias, recency effect (end of interview, similar-to-me bias, rating scale problems. Use objective work data: do not get personal, notify of unacceptable performance, explain minimum expectations. Compare against standard: ensure that expectations are, encourage the person to talk. Use open-ended questions, listen: develop an action plan.
