HRM107 Lecture Notes - Lecture 8: Workplace Bullying, Central Tendency, Unfair Dismissal

• School: Macquarie University
• Department: Human Resource Management
• Course: HRM107
• Professor: Jen Pryor

Document Summary

2 main methods: behaviourally based methods, results based methods, behaviourally anchored rating scale (bars, teamwork, customer service good method to use when the. How work is done, what is relevant when people go about performing their work: bars ex: behavioural indicators for varying levels of seniority. Who provides feedback: supervisor review, self-review, peer review, subordinate review or upward review, 360 degree review. Benefits of performance review: managers can provide feedback on how employees can improve their work Identify employee performance gaps or training needs: provides data to inform remuneration (salary increase or bonus) Typical rating errors common to performance reviews: halo error, leniency or strictness error, error of central tendency, recency error, stereotyping. Common challenged/criticism: effective reviews depend on managerial capability, e. g. ability to deliver quality feedback. How to overcome: assessor training (e. g. around how to give constructive feedback, awareness of rater errors etc) Misconduct refers to behaviour so serious that it warrants instant dismissal e. g. theft or assault.