Flashcards in Chapter 6 - Orientation and Training Deck (13)
What are the 5 steps in the performance management process?
1. Defining performance expectations and goals;
2. providing ongoing feedback and coaching;
3. conducting performance appraisal and evaluation discussions;
4. determining performance rewards/consequences, and;
5. conducting development and career opportunities discussions.
Describe 5 performance appraisal methods and the pros/cons of each.
See chart on page 185.
1. Graphic rating scales -
2. Alternation ranking -
3. Paired comparison -
4. Narrative forms -
5. Forced distribution -
6. Critical incident method -
7. BARS -
8. MBO -
Appraisal problems to be aware of.
1. unclear standards
2. halo effect
3. central tendency
4. leniency or strictness
5. appraisal bias
6. recency effect
7. similar-to-me bias
360 degree appraisal.
Performance information is collected from the individual being appraised, his or her supervisor, other employees reporting to the person being appraised, and customers. This approach supports the activities of performance appraisal, coaching, leadership development, succession planning, and employee rewards and recognition.
3 types of appraisal interviews.
1. performance is unsatisfactory but correctable
2. satisfactory but promotion not possible
3. satisfactory and promotable
Performance appraisal process.
1. defining performance expectations and standards
2. appraising employee performance by comparing actual performance to expectations
3. providing feedback to employees and planning future development
Some appraisals fail due to:
How to avoid Rater Errors
How to conduct the appraisal interview.
5 points - see slide
How to handle a defensive employee.
Legal and ethical issues.
6 points - see slides
Progressive Discipline - increasing levels of penalty.
Depending on infraction or #of infractions you may not start at verbal.