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WorksheetsCHAPTER 11: EMPLOYMENT ASSESSMENT
Total questions: 10
Worksheet time: 4mins
It is a systematic way to examine how well an employee is performing in his or her job
MBO
BARS
PERFROMANCE EVALUATION SYSTEM
APPRAISAL METHOD
Four reasons why a systematic performance evaluation system should be implemented:
the evaluation process should encourage positive performance and behavior
it is a way to satisfy employee curiosity as to how well they are performing in their job
it can provide to each manager with necessary documents, such as the criteria and rating sheets for each job description.
It can also be used as a tool to develop employees
it can provide a basis for pay raises, promotions, and legal disciplinary actions
is a way to appraise performance by using several sources to measure the employee’s effectiveness.
360-degree performance appraisal method
Essay Appraisal Method
Ranking method
Work standard approach
refers to how consistent the same measuring
tool works throughout the organization
Validity issues
Reliability
Acceptability
Specificity
focuses on the essential behaviours that determine whether a task is done well or poorly.
Critical Incident Appraisals
Work Standard Approach
Ranking Methods
MBO
is where the manager and employee sit down together, determine objectives, then after a period of time, the manager assesses whether those objectives have been met. This can create great development opportunities for the employee and a good working relationship between the employee and manager.
BARS
RANKING METHODS
ESSAY APPRAISAL
MBO
The following are objectives of MBO except one
SPECIFIC
ATTAINABLE
RESULTS ORIENTED
TASK BASED
MEASURABLE
Three types of appraisal interview styles.
The problem-solving interview
The tell and listen type of interview
The traditional and phone interview
The tell and sell interview.
tells employees the job expectations and how they can be met.
Validity Issues
Reliability
Specificity
Acceptability
are the extent to which the tool measures
the relevant aspects of performance.
Reliability
Specificity
Validity Issues
Acceptabiilty
