Week Three Study Guide: Performance Management
Readings and Key Terms
Ch. 9 of Managing Human Resources
Performance appraisal legalities
Transfers and relocations
Layoffs, retirements, and resignations
Requirements of effective appraisal systems
Clear links between performance standards and critical job elements, which are identified through job analysis and rated dimensions
One common question for job relevance is: What makes the difference between success and failure on a specific job, and who decides this?
A performance-appraisal system is able to distinguish between effective and ineffective job performers, which is considered sensitivity effective appraisal systems.
The performance-appraisal system must be able to determine differences of effectiveness and ineffectiveness or the system does not work.
Consistency of judgment
Reliability between systems should rate closely based on the difference in individuals conducting the rating or review
The performance-appraisal system must be accepted and supported by all or the system will fail to work and will not be accepted as reliable and accurate.
Systems that are accepted will be more favorable and result in positive outcomes and a desire to implement suggested areas into daily work performance.
Practicality in performance-appraisal systems suggest that instruments used in the system are easy for all to use and understand.
Management must take time to ensure that performance-appraisal systems are practical and can be used by all managers and peers in the same way, which leads back to reliability.
Methods of appraising employee performance
Behavior-oriented rating methods
Focuses on employee behaviors
Compares performance of employees to...