HRM303 Chapter Notes - Chapter 10: Quartile, Procedural Justice, Peer Pressure
10 Aug 2016
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Document Summary
Performance appraisal: process of assessing the overall performance levels of individual employees. Translating concept of performance appraisal into effective practice is virtually impossible. Performance appraisal is fundamentally flawed concept that cannot be made to work effectively. Developmental reasons: helping employees grasp the employer"s expectations, key performance dimensions of their jobs, strengths and weaknesses in their performance and ways they can improve their performance. Supervisory reasons: relate to notion that performance appraisals improve performance of supervisors themselves by encouraging them to think systematically about employees performance and encouraging communication with employees. Symbolic reasons: creating perception that management cares about good employee performance. Performance appraisal reliability: occurs when performance appraisal system produces the same scores even when applied by different appraisers. Performance appraisal validity: occurs when employees who receive the highest scores in a performance appraisal system are in fact the highest performers.
