Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
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Learning Objectives
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training outcomes
associated rewards
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training needs
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Performance Management
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Validity
Acceptability
Specific feedback
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Reliability
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Quality
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Comparative
Attribute
Results
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METHOD
Behavior
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Assigns a certain
percentage of
employees to
each category in
a set of
categories.
Paired
Comparison
Compares each
employee with
each other
employee to
establish
rankings.
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Requires
managers to
rank employees
in their group
from the highest
performer to the
poorest
performer.
Forced
Distribution
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Simple Ranking
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Measuring Performance:
Rating Individuals - Attributes
Mixed-Standard Scale
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Measuring Performance:
Rating Individuals - Behaviors
Behaviorally Anchored
Rating Scale (BARS)
Critical-Incident Method
Based on managers records
of specific examples of the
employee acting in ways that
are
either
effective
or
ineffective.
Employees receive feedback
about what they do well and
what they do poorly and how
they
are
helping
the
organization achieve its goals.
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Measuring Performance:
Rating Individuals Behaviors (cont.)
Organizational Behavior
Modification (OBM)
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Behavioral Observation
Scale (BOS)
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Measuring Performance:
Measuring Quality
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360-Degree
Performance
Appraisal:
performance
measurement that combines information from the employees:
Managers
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Peers
Subordinates
Self
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Customers
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Central tendency: the rater puts everyone near the middle of the
scale
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Rater bias: raters often let their opinion of one quality color
their opinion of others.
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2.
3.
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1.
work
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Improving Performance
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Ethical
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Discrimination
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Conclusions
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Copyright
This didactic material is meant for the personal use of the student only, and is
copyrighted. Its reproduction, even for a partial utilization, is strictly forbidden
in compliance with and in force of the law on Authors rights.
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