PSYC 3050 Study Guide - Performance Appraisal, Job Performance, Public Address System
Document Summary
I/o psychologists especially well-suited to be involved in pa because of training: measurement expertise, hr knowledge, organizational psychology, performance management: process of individual performance improvement includes, goal setting, coaching/ feedback, performance appraisal, developmental planning. Rating formats: overview: various ways to conduct appraisals, graphic rating scales, behaviorally anchored rating scales (bars, checklists, employee comparison procedures. Graphic rating scales: scales consisting of a number of traits or behaviors that the rater must judge based on how much the rate possesses or based on where ee falls on this dimension regarding expectations. Advantages and disadvantages of rating formats (see book) Graphic rating scales: easy to develop, lack of precision in. Disadvantages: easy to use dimensions, lack of precision in anchors. Bars: precise and well-defined, time and money intensive scales good for coaching, well received by raters and ratees, no evidence that bars are more accurate than other formats. Checklists: easy to develop, rater errors like halo,
