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COMPANY
PERFORMANCE APPRAISAL
Economic
conditions
Interdepartmental
status
differences
Organization
values
Competitors
among
department
Halo error
Horn error
First impression error
Recency error
Leniency error
Severity error
Central tendency error
Clone error
Spillover error
PERFORMANCE EVALUATION
PROCESS
1. Establishing the performance appraisal
dimensions and scales.
2. Involve employees in every stage of developing
performance dimensions and building scales.
3. Ensure raters are trained in use of appraisal
system.
4. Ensure that raters are motivated to rate
accurately.
5. Ensure that raters are maintained diary of
performance.
6. Raters should attempt a performance diagnosis.
6 ISSUES IN SETTING UP A
PERFORMANCE APPRAISAL SYSTEM
Give specific written instructions on how to complete
the appraisal
Incorporate clear criteria for evaluating performance
Presence of adequately developed job descriptions
provides a rational foundation for personnel decisions
Require supervisor to provide feedback
appraisal results to the employees affected
about
Rating
Standard rating scale
Behaviorally Anchored Rating Scales
(BARS)
Management By Objectives (MBO)
An example of training:
Rater error training
Performance dimension training
Performance - standard training