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Notes 09 15 11 Chapter 5

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PSYC 3050
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IO PsychologyChapter 5Performance Appraisal DefinedSystematic review and evaluation of employees job performance and the delivery of performance feedback positive and negativeUsesoPersonnel Decisions promoting firingoDevelopmental PurposesIdentify strengths and weaknesses coachingoDocumentationprovide line of legal defense against lawsuitsPerformance Appraisal ImplicationsPoorly designed systems result in very negative consequencesoWrong people get promoted or firedoEmployees feel treated unfairly and behave accordingly sabotaging the company quittingoOutcomes include low motivation low commitment to organize counterproductive behaviors job dissatisfaction etc IO and Performance AppraisalIO psychologists especially wellsuited to be involved in PA because of trainingoMeasurement expertiseoHR knowledgeoOrganizational psychologyPerformance management process of individual performance improvement includes1Goal setting2Coaching feedback3Performance appraisal4Developmental planningContextual ApproachPA is a socialpsychological processCommunication occurs within this social contextUsed to believe that accuracy was the primary goal of performance appraisalthus research on formats and errorsNow we realize that the social context makes PA a complex process of which accuracy is just one partRating Formats OverviewVarious ways to conduct appraisalsoGraphic Rating ScalesoBehaviorally Anchored Rating Scales BARSoChecklistsoEmployee Comparison Procedures1Page
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