COMM 410 Chapter : 7.Appraisal.pdf
Document Summary
Specific behavioral example for each performance, time consuming to create. Rate performance on achievement of goals set by mutual agreement. Discuss performance record, exploring areas of possible improvement and growth. Be direct and specific, focus on job-related behaviors, encourage the person to talk, develop an action plan - what to do to improve. Immediate supervisor, peer appraisals, rating committees, self rating, customers can do appraisal. Halo effect: excelling in one trait causes supervisor to overrate performance on other traits. Appraisal bias: wide variety of characteristics besides performance influence the rating. Recency effect: rely on employee"s most recent performance (critical incident mitigates) Review of performance appraisal ratings by 3rd party: Evaluate how well performance appraisals are done by supervisors.
