employees are often frustrated about the appraisal process appraisals are too subjective ...
TRANSCRIPT
Employees are often frustrated about the appraisal process Appraisals are too subjective Possibility of unfair treatment by a
supervisor Way to improve performance appraisals:
Recognize that part of performance is influenced more by the work environment and system than by employee behaviors
Identify strategies for understanding and measuring job performance better
Improve appraisal formats Select the right raters Understand how raters process
information Training raters to rate more
accurately
Evaluation formats can be divided into: two general categories Ranking▪ The rater compare employees against each other▪ Straight ranking, Alternation ranking, and paired-
comparison ranking
Rating ▪ Requires evaluating employees on some absolute
standard rather than relative to other employees▪ Standard rating scale; Behaviorally anchored rating
scales (BARS); management by objectives (MBO)
In both the standard rating scale and BARS, overall performance is calculated as some weighted average of the ratings on all dimensions.
An alternative method for obtaining the overall rating would be to allow rater discretion in rating performance on the individual dimensions and also assigning the overall evaluation.
Source: Mark L. McConkie, “A Clarification of the Goal Setting and Appraisal Process in MBO,” Academy of Management Review 4(1) (1979), pp. 29–40. © 1979, Academy of Management Review.
What makes for a good appraisal format? Employee development potential ▪ Critical feedback focused on the task, not on the
individual
Administrative ease▪ For the use concerning wage increases, promotions,
demotions, terminations, and transfers▪ Need for numerical ratings
Personnel research potential▪ Relationship with employment tests?
Cost▪ Initial costs, time requirement for use
Validity▪ Reducing errors and improving accuracy
360-degree feedback Assesses employee performance from
five points of view: supervisor, peer, self, customer, subordinate
Is flexible Improves employee understanding
and self-awareness Promotes communication between
supervisors and staff Promotes better performance and
results
Criterion deficiency Using objective measures that don’t
truly represent all of the key dimensions of the job
Criterion contamination Allowing non-performance factors to
affect performance scores
Rater-error training Goal is to reduce psychometric errors by
familiarizing raters with their existence Performance-dimension training
Exposes supervisors to the performance dimensions to be used in rating
Performance-standard training Provides raters with a standard or frame of
reference for making appraisals
General increase Cost-of-living adjustments
Progression pattern based on seniority Merit guidelines
Promotional increases