Psychology 2061A/B Lecture Notes - Lecture 3: Central Tendency, Layoff, 360-Degree Feedback
8 Dec 2013
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Document Summary
Providing employee training and feedback: most important use of. Step 1: determine the reason for evaluating employee performance: this is important because the various performance appraisal techniques are appropriate for some purposes but not for others. Example: forced-choice rating scale: supervisor is given several behaviours and is forced to choose which of them is most typical of the employee (excellent for determining compensation but terrible for training purposes. Most organizations do not have specific goals for their performance appraisal systems; as a result most of these systems are not successful. performance evaluation is to improve employee performance and provide feedback. Peter principle: the promotion of good employees until they reach a level in which they are not competent. might suggest the best course of action is to fire the employee important to determine performance. Step 2: identify environmental and cultural limitations: important to know how the surroundings and culture affects the system.
