MANA 443 Lecture Notes - Lecture 10: Performance Appraisal, Job Performance, Weighted Arithmetic Mean

• School: Concordia University
• Department: Management
• Course: MANA 443
• Professor: Adeline Saillard

Document Summary

In order for pfp to be effective, the measurement of employee performance is very important but performance evaluation can be somewhat subjective and organizations need to find solutions for this issue. Goals established jointly between managers and employees: employees set up objectives (sales volume, quality standard) through consultation with supervisors, these objectives are used for performance review. Overall performance is calculated as some weighted average of the ratings on all dimensions. Strategy two: select the right raters: focus on who might conduct the ratings and which of these sources is more likely to be accurate. 360-degree feedback: assesses employee performance from five points of view: supervisor, peer, self, customer, subordinate. Improves employee understanding and self-awareness: promotes communication between supervisors and staff, promotes better performance and results. Strategy three: understand how raters process information and their. Halo error (eg on-time/promptness across all job functions) Downgrade an employee for performance errors in prior rating period.