BUSI 642 Chapter Notes - Chapter 7: Critical Incident Technique, Central Tendency, Performance Appraisal
2 Mar 2018
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Document Summary
Performance appraisal: the identification, measurement, and management of human performance in organizations, usually conducted for administrative and/or developmental purposes. Identification: means determining what areas of work the manager should be examining when measuring performance, measurement, centerpiece of the appraisal system, entails making managerial judgments of how. Good or bad employee performance was: management, overriding goal of any appraisal system. Dimension: an aspect of performance that determines effective job performance, types (3, quality of work done, quantity of work performed, interpersonal effectiveness. Competency model: set of competencies associated with a job. Appraisal format classification (2: by the type of judgment that is required (relative or absolute, by the focus of the measure (trait, behavior, or outcome) Relative judgment: an appraisal format that asks supervisors to compare an employee"s performance to the performance of other employees doing the same job. Absolute judgment: an appraisal format that asks supervisors to make judgments about an employee"s performance based solely on performance standards.
