Term
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Definition
| formalized means of assessing worker performance in comparison to certain organization standards; foundation for potential raises, promotions, demotions, etc. |
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Definition
| measure used to determine successful and unsuccessful job performance |
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Term
| dollar amount of sales, number of products made, time needed to process information |
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Definition
| objective performance criteria examples |
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Term
| judgment ratings from supervisors, coworkers, and costumers |
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Definition
| examples of subjective performance criteria |
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Term
1. less prone to bias and distortion
2. more directly tied to "bottom line" assessments of an organization's success |
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Definition
| benefits of objective performance criteria |
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Term
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Definition
| extent to which the means of appraising performance is pertinent to job success |
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Definition
| extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness |
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Term
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Definition
| extent to which a performance criterion is usable in appraising a particular job in an organization |
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Term
| comparative ratings of performance |
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Definition
| comparing every employee to each other |
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Term
self-appraisal
peer appraisal
supervisor appraisal
subordinate appraisal
costumer appraisal |
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Definition
| all methods of appraisals in the workplace |
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Term
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Definition
| rank employees from best to worst on work performance dimensions or overall job performance |
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Term
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Definition
| rater compares every worker with every other worker in the group and has to decide who is the best among the two. the goal is to find who was rated the best most often of all comparisons combined. |
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Term
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Definition
| rater assigns workers to established categories ranging from poor to outstanding on a basis of comparison with other workers in a group |
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Term
| individual methods of appraisal |
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Definition
| evaluating an employee alone |
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Term
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Definition
| predetermined scales to rate the worker on a number of important aspects of the job, such as work quality, dependability, ability to get along with others, etc. |
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Term
| Behaviorally anchored rating scales (BARS) |
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Definition
| attempt to clearly define the scale labels and anchors used in performance ratings |
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Term
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Definition
| rater assigns workers to established categories ranging from poor to outstanding on the basis of comparison with coworkers |
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Term
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Definition
| predetermined scales to rate the worker on a number of important aspects of the job, such as work quality, dependability, ability to get along with others, etc. |
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Term
| behavioral observation scales (BOS) |
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Definition
| raters indiciate how often the worker has been observed performing key work-related tasks |
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Term
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Definition
| series of statements about performance in a particular job; reflect positive and negative aspects of performance |
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Term
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Definition
| open-ended written accounts of the worker's performance or listings of specific examples of performance strengths and weaknesses; must be closely interpreted |
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Term
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Definition
| occurs when an appraiser tends to judge all workers too leniently |
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Term
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Definition
| occurs when an appraiser tends to judge all workers too harshly |
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Term
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Definition
| occurs when appraiser makes overall positive appraisal based off of one known positive action or characteristic (i.e. if a worker did particularly well on one project but is an average worker in general) |
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Term
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Definition
| tendency to give greater weight to recent performance or lesser weight to earlier performance |
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Definition
| process by which people assign cause or events to behavior |
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Term
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Definition
| in any event there is an actor and the observer watches the actor; tendency for observers to over-attribute cause to characteristics of the actor to cause situational characteristics |
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Definition
| commonly focused on race, sex, age and physical characteristics (i.e. disability) |
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Term
| cross-cultural and international issues |
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Definition
| in many non-U.S. cultures the focus on work is on group work instead of individual performance; we differ in cultural norms about how blunt a feedback can be |
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Definition
| process of providing information to a worker regarding performance level with suggestions for improving future performance |
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Term
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Definition
| planned effort by an organization to facilitate employee's learning, retention, and transfer of job-related behavior |
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Term
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Definition
| adequate training for new employees when they begin employment; has been shown to keep employees longer |
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Term
| retaining and continuing education programs |
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Definition
| benefit of this training is that it gives older employees the incentive to do the training because they're not confident in their current abilities |
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Term
| retirement planning and preparation |
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Definition
| helping current employee's learn how to effectively work for their last few years and what to do after retirement |
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Term
| employee career development |
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Definition
| training that helps employees plan their careers and this tends to lead to a more productive, satisfied and loyal workforce |
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Term
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Definition
| evaluation of a training program that occurs right after the training; this usually is at the reactions and learning level |
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Term
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Definition
| a way of telling an employee how to improve by stating their weaknesses as opportunities to improve |
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Term
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Definition
| something outside of the training affected and raised posttest scores |
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