Human resource managementLesson 1 of 3 in the course Performance Appraisal and Rewards

Performance Appraisal: Uses, Rating Accuracy, and Fair Feedback

5 flashcards · 5 quiz questions · 5 match pairs · 5 fill-in sentences · English

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Summary

Performance appraisals help organizations assess job performance, communicate expectations, and make informed decisions about employees. They are most useful when evaluations are accurate, fair, and followed by constructive feedback.

A performance appraisal is a systematic evaluation of an employee’s performance across relevant dimensions of a job. It can help an organization determine whether employees are meeting expectations and identify strengths and areas for improvement.

All flashcards

What is a performance appraisal?
A systematic evaluation of an employee’s performance across relevant dimensions of the job.
What does 360-degree feedback mean?
Feedback is gathered from multiple perspectives, which may include supervisors, peers, subordinates, and customers.
How do appraisals support self-development?
They help employees understand how others see their strengths and weaknesses, allowing them to plan improvement.
How can appraisal results guide training?
They can reveal skill gaps that managers can address through new or revised training and development programs.
When can appraisals support rewards effectively?
When the reward system is fair and employees can see a credible connection between performance and rewards.

Quiz questions

  1. What does validity mean when evaluating a performance appraisal instrument?Answer: It measures the job performance criteria it is intended to measure.
  2. What does reliability mean in a performance appraisal system?Answer: The instrument produces consistent results when used repeatedly.
  3. A supervisor rates an employee highly on attendance and quality because the employee produces a large quantity of work. Which rating error is this?Answer: Halo effect
  4. A supervisor gives excessive weight to an employee’s behavior in the final weeks of a review period. Which error is occurring?Answer: Recency error
  5. Which appraisal design practice helps evaluators interpret ratings consistently?Answer: Use clear descriptions instead of vague rating labels.

Based on Organizational Behavior by J. Stewart Black, David S. Bright, Donald G. Gardner, Eva Hartmann, Jason Lambert, Laura M. Leduc, Joy Leopold, James S. O’Rourke, Jon L. Pierce, Richard M. Steers, Siri Terjesen, Joseph Weiss (OpenStax), licensed CC BY 4.0. Adapted into a summary, flashcards and quizzes.

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