ADMS 3490 Chapter Notes - Chapter 9: Performance Appraisal, Merit Pay, Central Tendency

• School: York University
• Department: Administrative Studies
• Course: ADMS 3490
• Professor: Parbudyal Singh

Document Summary

Rbc financial, merit bonus system called equality performance. Need to understand in context of pay plans (individual pay plan is the (cid:1) (cid:1) (cid:1) focus) (cid:1) (cid:1) system linked to organization objectives. Once organization achieves goals individual gets bonus depending on their performance rating. (cid:1) (cid:1) method have been underdeveloped due to bias managerial view. Administrative: using results of performance appraisals to make. Developmental: helps to organization in improving and fixing. Symbolic: mere fact that what the employee does shows how the. Supervisory: purpose here is to give supervisor what is generally not (cid:1) working and weaknesses they should address. Performance appraisal reliability: occurs when a performance (cid:1) (cid:1) appraisal system produces the same scores even when applied by different appraisers (cid:1) Performance appraisal validity: occurs when employees who receive (cid:1) the highest scores in a performance appraisal system are in fact the highest performers.