Psychology 2660A/B Lecture Notes - Lecture 2: Job Performance, Performance Appraisal, Job Analysis

• School: Western University
• Department: Psychology
• Course: Psychology 2660A/B
• Professor: John Meyer

Document Summary

Taking something we have a theory of and measuring it. Part of the criterion that measures something other than what it was designed to. Criterion is never perfect and is missing something. The extent to which the actual criterion assesses the theoretical criterion. This is what we think about when we are developing the criteria. Anything we can attach a discreet, observable number to. Usually archived and can be tied directly to organizational objective. Easy to compose job performance across individuals. Not always obvious what level is considered satisfactory. Usually when looking at specific behaviour (safety) Employees are used to being rated this way. Can use multiple sources to overcome lack of context (called 360 feedback-usually 3 different people like manager, peers, yourself) Can be time consuming and result in lots of paperwork. The more raters and/ore tools the greater in cost (losing money and time can be a burden to the raters)