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Chapter 7

Performance Appraisal (Chapter 7)

3 Pages

Course Code
Psychology 2061A/B
Athena Xenikou

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st November 21 2013 PerformanceAppraisal Part II Train Raters – why do we need to train the people who rate employee performance? – Research has demonstrated that training the raters increases accuracy and decreases rating errors. – one method of training is called “frame of reference” – gives the raters extensive knowledge of many types of decisions and practices – uses job analysis to train & give feedback to the people who are rating employees – gives trainees examples of how experts would be doing the rating Observe and record performance – raters should be observing behaviour, and evaluating and rating behaviour throughout the performance (rather than all at once) – this way, the person who provides the ratings has to focus on employee's behaviours – not interested in traits... focusing on job related behaviours instead – by recording all of this information about an employee's performance, the organization has concrete information to support their decisions What we tend to remember: – first impressions & last impressions – extreme and unusual behaviours are remembered much more than common behaviours – tend to look for behaviour that is consistent with our opinion of the person We tend to forget: – source of information – details Critical Incidents: – examples of particularly poor or excellent performance – critical incidents are good for justifying what we use as evaluations Evaluating Performance – read critical incident logs (6 month period) – review objective data – (quantity or quality of work) Common Rating Errors – Halo error – rater either allows a single attribute or impression of an individual to affect ratings that he makes on each relevant job dimension – clouded judgement – only have information on some traits without knowing all about other traits.. ie an employee is good in creativity so it's assumed that they're good in other traits as well – Distribution errors – leniency errors: when someone's a lenient rater, they often rate at the upper end of the scale – strictness
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