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Performance appraisal is the systematic review and evaluation of an employee's job performance and delivery of feedback. It is used for personnel decisions like rewards, promotions, and terminations as well as development by identifying strengths and weaknesses. Poorly designed performance appraisal systems can have negative consequences like the wrong people getting promoted or fired, employees feeling unfairly treated, and lower productivity and commitment. Industrial-organizational psychologists are well-suited to be involved in performance appraisal due to their training in measurement, human resources knowledge, and organizational psychology. There are different approaches like trait, behavioral, and output approaches that emphasize different aspects of job performance.
Performance appraisal is the systematic review and evaluation of an employee's job performance and delivery of feedback. It is used for personnel decisions like rewards, promotions, and terminations as well as development by identifying strengths and weaknesses. Poorly designed performance appraisal systems can have negative consequences like the wrong people getting promoted or fired, employees feeling unfairly treated, and lower productivity and commitment. Industrial-organizational psychologists are well-suited to be involved in performance appraisal due to their training in measurement, human resources knowledge, and organizational psychology. There are different approaches like trait, behavioral, and output approaches that emphasize different aspects of job performance.
Performance appraisal is the systematic review and evaluation of an employee's job performance and delivery of feedback. It is used for personnel decisions like rewards, promotions, and terminations as well as development by identifying strengths and weaknesses. Poorly designed performance appraisal systems can have negative consequences like the wrong people getting promoted or fired, employees feeling unfairly treated, and lower productivity and commitment. Industrial-organizational psychologists are well-suited to be involved in performance appraisal due to their training in measurement, human resources knowledge, and organizational psychology. There are different approaches like trait, behavioral, and output approaches that emphasize different aspects of job performance.
• Systematic review and evaluation of employee’s job performance and the delivery of performance feedback • What the employee does, activities, inputs • Uses: o Personnel Decisions – rewards, promoting, firing o Developmental Purposes – Identify strengths and weaknesses – coaching o Documentation – provide line of legal defense against lawsuits o Evaluate and maintain the HR system of the organization
Performance Appraisal Implications
Poorly designed systems result in very negative consequences • Wrong people get promoted or fired • Employees feel treated unfairly and behave accordingly • Outcomes include: low motivation (low productivity), low commitment to organization (high turnover), counterproductive behaviors, job dissatisfaction, etc. • Legal suits
W/O and Performance Appraisal
W/O psychologists especially well-suited to be involved in PA because of training: • Measurement expertise • HR knowledge • Organizational psychology Performance management: a system of individual performance improvement includes • goal setting • coaching/feedback • PA • Developmental planning
Approaches to Measuring Performance
Trait Approach o Emphasizes individual traits of employees o Causes of behavior Behavioral Approach o Emphasizes how employees do the job o Attempts to perform Output/Results Approach o Emphasizes what employees produce