BUS 381 Lecture Notes - Lecture 9: Performance Appraisal, Gender Pay Gap, Equal Pay For Equal Work
16 Sep 2016
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Absolute behavior appraisal = each employee considered w/o reference to others: considers indv w/o considering relation to others, provides info about performance in certain competencies, most firms combine several appraisal techniques. Resource constraints (time, $, people) & org factors (budget, turnover, strategy) will help determine which option is best for each org. Report on employees" s & w in competency. Disadvantages: leaves a lot of d-m to manager, is subjective, may not be an accurate opinion leads to bias: behavioral checklist. List of behavioral statements that relate to job competencies. E. g. competency = time mgmt. , definition = employee is always prepared for work & arrives on time. Uses scale of 1 2 3 4 5 aka never, sometimes, often, fairly often, always. More standardized b/c decreases subjectivity (but subjectivity still exists) tells rates what to evaluate: critical incidents (bars) behaviors anchored rating scales. Has specific behavioral examples of good or poor performance. Defines competencies & says low/med/high w/examples of each.
