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employees?
Compensation (raises, merit pay,
bonuses)
Personnel Decisions (e.g., promotion,
transfer,
dismissal)
Training (Identify specific requirements)
Research (e.g., assessing the
worth/validity of
selection tests
Sources of Information
1)
2) Co-Workers (Peers)
Peer nominations: (Identifying those with highest and lowest KSAs)
Peer ratings: For providing feedback
Peer rankings: For discriminating highest to lowest performance
on various dimensions
Effects of poor peer ratings on
subsequent task performance:
Friendship bias
Leniency
Lower perceived group
performance
Self
Lots of knowledge
Leniency effect
Good preparation for performance appraisal meeting
(conducive for dialog)
4)
Subordinates
Biases (e.g., # of subordinates, type of job, expected
evaluation from
supervisor)
Best if ratings are anonymous -- if not, leniency in ratings
occur
(Antonioni, 1994)
Can add information above and beyond other sources
5) Clients
(Conway, et. al 2001)
Good source of feedback
Negativity bias
Customer ratings on the web (usage/role, accuracy,
Expedia
That's the second time I stay in this hotel. The location is fantastic and the
rooms, in general are very comfortable. The view from the top, at the breakfast
place is superb. Rating: 4.0
The standard rooms are very, very small, I had only one bag and no place to put
it. you could barely turnaround in the bathrooms. I love the decor/ art deco style
but a little updating is definitely do. Rating: 2.0
Relative Methods
Ranking
1st _____
2nd_____
3rd _____
Pair Comparison
Employee-1 _____ versus Employee-2 _____
Employee-1 _____ versus Employee-3 _____ etc.
Both are difficult to use with a large number of subordinates
Average
Excellent
X
_____
Very
Poor
_____
_____
_____
Average
_____
Excellent
_____
_____
_____
Average
_____
Excellent
Both lead to a
restriction in
the range of
performance
scores
Halo Error
Observation of specific
behavior (s) (e.g.,
volunteers to work
overtime)
Responsibility
Commitment
Initiative
Sensitivity
Judgment
High ratings on
other performance
dimensions
Communication
Supervisor
Characteristics
(e.g., gender,
race, age)
Attitudes,
Stereotypes
Subordinate
Characteristics (e.g.,
age, gender, race,
attractiveness)
Liking of
subordinate
Selective
Attention
Encoding of
Information
Self-Fulfilling
Prophecy Process
Labels for
Subordinate
(positive or
negative)
Expectations
for
Subordinate
Observation of
Subordinate
Job
Performance
Recall
Information
Evaluate
Performance
_____
Always
3. Problem Solving/Troubleshooting
Definition: Uses a logical, step-by step approach to identify and solve process problems
1
4
2
5
3
Meets Expectations
Behavioral Examples of
Rating:_____________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
___
4. Teamwork
Definition: Strives to build and maintain a good working relationship with ones work group; shares
information with team members; accepts ideas and opinions of others
1
4
Below
Meets Expectations
Consistently
Expectations
Expectations
Does not respond to work
requests from other team
members
Fails to share information
and/or resources with
others
Refuses to help co-workers
Conflicts with coworkers on
'yours not mine' work
situations, or is known to
say "that's not my job
Frequently complains or
makes negative or
derogatory remarks about
site initiatives, leadership,
and/or fellow workers
Is slow to respond to work
requests from other team
members or management
Considers alternative
solutions provided by
team members
Accepts and provides
feedback to others
Shares information (e.g.,
trends, status updates)
and/or resources with
others when asked
Readily offers to help
other team members on
tasks
Works with support
services and other areas
(e.g., maintenance) to
resolve shift problems in a
timely manner
Behavioral Examples of
Rating:_____________________________________________________________________
2) Personnel Data
Absenteeism (excused versus unexcused)
Tardiness
Accidents (fault issue)