PSYCH339 Lecture Notes - Lecture 7: Public Address System, Central Tendency, Performance Appraisal

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10 Aug 2016
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Lecture 7: Performance appraisal
Review of job performance over some fixed period of time:
Systematic: applies same system to everyone
Evaluate: intended to differentiate between good performance and bad
performance
Provides feedback: about what they’re doing right/not doing right
Purpose:
Personnel decisions
Development: give feedback to people
Documentation
Personnel decisions:
Helps to make decisions based on merit
oWho to promote?
oWho to give a raise?
oWho to fire?
Evaluate other personnel interventions
oPerformance often criterion of interests: validate selection, evaluate
training
Development
Goal  comparison  behaviour  outcome  feedback (bold on a loop)
But beware!
If feedback is aimed at the self it actually hurts performance
oEg: YOU are bad at this. YOU are good at this.
oThis is bad because you are taking the feedback off the task and on the
person
oFeedback should be directed to the task. (Heres what you did wrong
and how to fix it)
Documentation
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