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Human Resources Final Exam.docx

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Department
Administrative Studies
Course
ADMS 2400
Professor
Paul Favaro
Semester
Fall

Description
Human Resources Final Exam Chapter 8 Performance Appraisals Performance measures (e.g., objective) Common uses of performance appraisals Ongoing performance feedback Developing an effective appraisal program Who should appraise performance? Common rater­related errors Correcting errors (e.g., frame of reference training, providing evidence) Performance appraisal method (e.g., behaviour checklist method) Performance Measures: “Objective” Measures Output: Units produced, items sold, $ sales, commission earnings, etc. Quality measures: # of errors, # of errors detected, # complaints/grievances, #  commendations, rates of scrap/breakage Employment data: Absences (unexcused), Lateness/tardiness, Accidents. These suffer  from unreliability, deficiency, and contamination Performance Appraisals: the result of annual or biannual process in which a manager  evaluates an employees performance relative to the requirements of his/her job and uses  the information to show the person where improvements are needed and why. Helping  maintain and enhance productivity and facilitate progress toward their strategic goals.  Ongoing Performance Feedback: feedback is most useful when it is immediate and  specific to a particular task, it should be a regularly occurring activity.  Seven Key Points:  1. Give specific examples of desirable and undesirable behaviors 2. Focus feedback on behaviour, not the person 3. Frame the feedback in turns of helping the employee be successful  4. Direct the feedback toward the behaviour that the employee can control  5. The feedback should be timely 6. Limit feedback to the amount an employee can process 7. Use active communication skills and confirm that the employee is engaged in the  conversation.   Providing employees with feedback on a continual basis also helps them  know where they stand when they receive their formal appraisals.  Performance Appraisal Programs: Focal Performance Appraisal: appraisal in which all of organizations employees are  reviewed at the same time of the year rather than on the anniversaries of the individual  date of hire.  Purposes of Performance appraisal  Part of measurement process  Capability to influence employee behaviour and improve an organizations  performance  Ensures that employees receive at least some feedback from their supervisors   Negative feedback is better than no feedback  Administrative Purposes:  Document personnel decisions  Promote employees  Determine transfers and assignments  Identify performance problems, and develop ways to correct them  make retention, termination, and lay off decisions  meet legal requirements  assist with HR planning  make reward and compensation decisions  Developmental Purposes:   provide performance feedback  identify individual strengths and weaknesses  recognize individual performance achievements   help employees identify goals  evaluate goal achievement  identify individual training needs  determine organizational training needs  reinforce structure authority  allow employees to discuss concerns  improve communication  provide a forum for leaders to help employees  Developing an Effective Appraisal Program:   Strate
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