Term
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Definition
Process where managers ensure employees acitiviries and outputs contribute to the org's goals
(Low reliability because managers are likely to have different judgements |
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Term
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Definition
| effective performance measurement helps org achieve business objectives by linking employee behavior w/org goals |
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Term
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Definition
| The way an org uses the performance management system to provide info for day to day decisions about salary, benefits and recognition programs |
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Definition
| A basis for developing employees knowledge and skills |
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Term
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Definition
| A performance management system should aim at achieving employee behavior that supports the org's goals, strategy and culture |
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Term
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Definition
| whether the appraisal measures all the relevant aspects of performance and leaves out irrelevant aspects of performance |
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Term
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Definition
| The consistency of the results the performance measure will deliver |
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Term
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Definition
| The consistency of results when more than 1 person measures performance |
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Term
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Definition
| Consistency of results over time |
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Term
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Definition
| Managers ranking their employees from highest performer to lowest |
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Definition
| Must meet practical standards of managers and employee expectations |
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Term
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Definition
| letting employees know what is expected of them |
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Term
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Definition
| The manager works from a list of employees. crossing off the best person's name first, then the worst |
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Term
| Forced Distribution Method |
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Definition
Assigns a certain percentage of each employees to each category in a set of categories
Ex: Exceptional 5%
Exceeds Standards 25%
Meets Standards 55%
Room for Improvement 20%
Not acceptable 5% |
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Term
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Definition
| Comparing each employee with another to establish ranking |
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Term
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Definition
| Most widely used method for rating attributes. Lists traits and provides a rating scale for each trait |
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Term
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Definition
| Uses several statements describing esch trait to produce a final score for that trait |
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Term
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Definition
| One way to rate behavior. A manager is required to keep specific record f examples where an employee acts either effectively or ineffectively |
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Term
| Behaviorally Anchored Rating Scale (BARS) |
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Definition
| This builds on the critical incident report. it defines various performance levels for behavior |
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Term
| Behavioral Observation Scale (BOS) |
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Definition
| A variation of BARS. is developed from critical incidents and may use up to 15 behaviors to define levels of performance. Managers prefer this method even though large amounts of information are required |
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Term
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Definition
| A Persons future behavior is determined by their past experience |
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Term
| Organizational Behavior Modification (OBM) |
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Definition
| A plan for managing behavior of employees through a formal system of feedback and reinforcement |
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Term
| Management by Objective (MBO) |
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Definition
| People at each level of the org set goals in a process that flows from top to bottom, so employees at all levels are contributing to the org's goals |
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Term
| Total Quality Management (TQM) |
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Definition
| Employees and customers work together to set standards and measure performance, overall goal to improve customer satisfaction |
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Term
| Statistical Quality Control |
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Definition
| Use charts to find causes of problems, measure performance or relationships between work-related variables |
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Term
| 360-Degree Performance Appraisal |
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Definition
| Where an org combines information from most or all possible sources, to get as complete of an assessment as possible |
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