BU354 Study Guide - Final Guide: Performance Appraisal, Job Evaluation, Prevailing Wage
Document Summary
Performance management: activities related to improving individual"s performance, productivity, and effectiveness. Aligns employees" actions with strategic goals, vehicle for culture change, provides input into other hr systems like development and remuneration. Step 1: defining performance expectations (task performance-direct contribution to job related process; contextual performance-indirect contribution to organization by improving organizational, social, an psychological behaviours contributing to organizational effectiveness) Step 2: providing ongoing coaching and feedback (check in to discuss performance, employee ask for help-promotes employee ownership and control in process) Unclear performance standards scale open to interpretation use descriptive phrases to define each trait. Halo effect rating employee on one trait biases rating of that person on another trait. Central tendency rating all employees in middle of scale. Strictness/leniency tendency to rate all employees low or high. Appraisal bias allowing individual differences (age, race, sex) to affect ratings. Recency effect ratings based on employee"s most recent performance.
