HRM 3420 Lecture Notes - Lecture 8: Job Performance, Performance Management, Quartile

• School: York University
• Department: Human Resources Management
• Course: HRM 3420
• Professor: Ken Mc Bey

Document Summary

Ranking and forced distribuion engaged in similar jobs from most to least efecive. Drawbacks: very subjecive, doesn"t allow for comparison across departments & provides litle feedback to the individuals being rated. May create conlict among employees b/c the only way to improve their raing is to displace someone else. Graphic raing scale: most widely used and popular raing method because of simplicity. Behaviourally anchored raing scales (bars): an atempt to improve the graphic raing scale by providing speciic descripions of behaviours for each point on the raing scale for each job aspect. Provides total scores for the purpose of pay decisions and developmental purposes. Diferent scales need to be developed for each aspect for each job which can be expensive and ime consuming. Behavioural observaion scales (bos): atempt to improve bars, involves developing behavioural statements that relect examples of posiive behaviour for each job; each employee is then rated on the frequency with which each behaviour occurs.