COMM 410 Study Guide - Bargaining Unit, Reinforcement, Workplace Wellness
Document Summary
Explain the key steps in the performance appraisal process. Define performance expectations quantifiable, measurable and clear to all. Appraise performance compare employee"s actual performance to standard. Provide feedback discuss progress and plans for development. Define two types of performance appraisal methods, and the advantages and disadvantages associated with them. Graphic rating scale (easy to develop and use, less legally defensive b/c subjective) Critical incident (concrete facts, not just based on recent behaviour, specifies what"s right/wrong, but not useful by itself or to compare employees) Bars (more concrete and accurate, legally defensive, time consuming to develop, difficult to keep info current) Why is coaching such an important element of the performance appraisal system: motivate through recognition and rewards, strengthen employee-mgr relations, encourage 2-way communication to identify ind/org problems. Are there any legal implications associated with this method? (a) Conduct a job analysis to ascertain characteristics (eg. timely project completion ) required for successful job performance.
