文档介绍：Chapter 08 Appraising Employee Job Performance
Chapter 8
Appraising Employee Job Performance
Opening case
:petitive advantage at Corning
The problem: an inadequate performance appraisal system
The solution: Develop an effective performance appraisal system
A rating form containing behavioral standards
A rating form containing performance objectives
A form in which supervisors made salary and promotion mendations
Chapter outline
81>.1 Linking performance appraisal petitive advantage
8,2 standards for effective performance appraisal systems
8,3 types of rating instruments
designing an appraisal system
Performance Appraisal Practices petitive Advantage
Strategic Plan
Effective
Performance
Appraisal
System
Direct Behavior
Correct Behavior
Monitor Behavior
Input Into
Employment
Decisions
Perceived Fair
And Accurate
Process
Improved
Job
Performance
Improved
Employment
Decisions
Minimized
Litigation And
Job Dissatisfaction
Competitive
Advantage
for Effective Performance Appraisal Systems
Quality of the rating form
Accuracy of the ratings
Legality of process and decisions
– Quality of the Rating Form –
Relevance
Clear performance standards
Performance Appraisal Relevance
Criterion
deficiency
Criterion
contamination
Relevance
– Accuracy of the Ratings –
Leniency and severity errors
Central tendency error
Halo effect
Rater’s use of implicit personality theory
Recency error
Causes of Leniency and Severity Errors
Political
Lack of conscientiousness
Vague performance standards
Causes of Central Tendency Error
Administrative procedures
Poorly defined scales
Causes of Halo Effect
Lack of conscientiousness
Vague performance standards
Causes of Rater’s Use of Implicit Personality Theory
Cannot observe all aspects of employee’s job performance
Categorizing employees by “type of person”
Causes of Recency Error
Memory decay
Failure to document job performance throughout appraisal p