37:533:301 Lecture 39: HR 5

• School: Rutgers University
• Department: Human Resource Management
• Course: 37:533:301
• Professor: Hadi El Farr

Document Summary

Specificity: the clarity of the performance standards. Specific measures makes it clearer for managers to evaluate, thus achieving consistency. Specific measures help employees understand how different aspects of the job should be performed. Specific in identifying measures for various tasks, rather than overall performance. It forces managers to be more critical in assessing employees. Question: maria is rated against each of coworkers on certain performance dimensions. Results could be used for administrative purposes (who to promote or choose for layoff: disadvantages: Ranking and paired comparisons are complicated when the business unit is large. It requires a lot of information, time and effort, with limited accuracy as managers might not be able to distinct each individual performance. Comparative approaches are not useful for developmental purposes. Often it fails to capture why employees are performing at a certain level. This approach is highly useful for developmental purposes as it breaks performance into number of attributes.