HRM 3490 Chapter Notes -Central Tendency, Performance Appraisal

• School: York University
• Department: Human Resources Management
• Course: HRM 3490
• Professor: Ping Peng

Document Summary

Developmental reasons: helping employees to better understand employer expectations, the key performance dimensions of their jobs, the strengths and weaknesses in their performance and the ways they can improve their performance, provision of useful feedback. Supervisory reasons: the notion that the process of conducting performance appraisals improves supervisory performance by helping supervisors to think systematically about employee performance and by encouraging communication with employees. Symbolic reasons performance: creating the perception that management cares about good employee, traditional. Unintentional inaccuracies in appraisals central tendency error occurs when appraisers rate all employees as halo effect recency effect contrast effect similarity effect leniency effect harshness effect. Methods and instruments for appraisal: ranking and forced distribution, graphic rating scale, behaviourally anchored rating scales, behavioural observation scales, objectives- and results-based systems, field review, combination approaches. The simplest method is to rank the performance of all individuals engaged in similar jobs, from most effective to least effective.