LO3

Cards (14)

Comparative evaluation methods 
compare one employee’s performance with that of coworkers.
2 TYPES OF COMPARATIVE EVALUATION METHODS 
Ranking method
Forced distributions
RANKING METHOD 
Employees ranked from best to worst
RANKING METHOD 
Subject to halo and recency effects
FORCED DISTRIBUTIONS 
require raters to sort employees into different classifications
FORCED DISTRIBUTIONS 
Employees sorted into categories
FORCED DISTRIBUTIONS 
Usually a certain proportion must be put into each category
Noncomparative Evaluation Methods 
do not compare one employee against another but use scales or reports with performance objectives and standards.
4 TYPES OF NONCOMPARATIVE EVALUATION METHODS 
Rating scale
Behavioural Anchored Rating Scale
Tests and observations
Management by objectives
Rating scale 
Oldest and most widely used method
Subjective (i.e. based on the rater’s opinion)
Responses may be given numerical values
BARS (Behavioural Anchored Rating Scales) 
Descriptions of effective/ineffective performance—examples placed along a scale
Job-related, practical, and standardized
Tests and observations 
May include paper-and-pencil tests or an actual demonstration of skills
Management by objectives 
Employee and supervisor jointly establish future performance goals
Behaviourally Anchored Rating Scales 
attempt to reduce the subjective interpretations by raters of terms such as “outstanding initiative” or “poor attendance.”