HRM 2600 Chapter Notes - Chapter 8: Performance Appraisal, Total Quality Management, Job Performance

• School: York University
• Department: Human Resources Management
• Course: HRM 2600
• Professor: Christa Wilkin

Document Summary

Performance management process of creating a work environment in which people can perform to the best of thei(cid:396) a(cid:271)ilities to (cid:373)eet a (cid:272)o(cid:373)pa(cid:374)(cid:455)"s goals. Focal performance appraisal a(cid:374) app(cid:396)aisal s(cid:455)ste(cid:373) i(cid:374) (cid:449)hi(cid:272)h all of a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)"s e(cid:373)plo(cid:455)ees are reviewed at the same time of the year rather than on the anniversaries of the individual hire dates. Use of the appraisal program for conflicting purposes. Performance standards must be based on job-related requirements and clearly defined and communicated to the employee prior to performance appraisal. Calibration part of reliability process whereby managers meet to discuss the performance of individual employees to ensure that their employee appraisals are in line with one another. Manager/supervisor appraisal do(cid:374)e (cid:271)(cid:455) a(cid:374) e(cid:373)plo(cid:455)ee"s (cid:373)a(cid:374)age(cid:396) a(cid:374)d ofte(cid:374) (cid:396)e(cid:448)ie(cid:449)ed (cid:271)(cid:455) a manager one level higher. Self-appraisal done by the employee being evaluated, generally on an appraisal form completed by the employee prior to the performance interview.