PSYCH339 Lecture Notes - Lecture 7: Public Address System, Central Tendency, Performance Appraisal
10 Aug 2016
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Document Summary
Review of job performance over some fixed period of time: Evaluate: intended to differentiate between good performance and bad performance. Provides feedback: about what they"re doing right/not doing right. Evaluate other personnel interventions: performance often criterion of interests: validate selection, evaluate training. Goal comparison behaviour outcome feedback (bold on a loop) If feedback is aimed at the self it actually hurts performance: eg: you are bad at this. You are good at this: this is bad because you are taking the feedback off the task and on the person, feedback should be directed to the task. (heres what you did wrong and how to fix it) Related to personnel decisions: justify decisions in case of lawsuit, more likely to win thorough job analysis, well conducted performance appraisal. Performance appraisal is used to make very important decisions about people. Have checklist and going around rating employees (below expectations, meets expectations, exceeds expectations)
