The process of evaluating an employee's current and/or past performance relative to his or her performance standards
Terms related to performance appraisal
Employee selection
Performance appraisal
Employee orientation
Organizational development
Purpose of performance appraisal feedback
To motivate employees to remove any performance deficiencies
Reasons for performance appraisal
Correcting any work-related deficiencies
Creating an organizational strategy map
Determining appropriate salary and bonuses
Making decisions about promotions
Responsible for performance appraisal
Employee's direct supervisor
First step of performance appraisal
Assessing the employee'sperformance
Employee self-ratings in performance appraisal
Ratings are higher than when provided by supervisors
Upward feedback
The process of allowing subordinates to rate their supervisor's performance anonymously
360-degree feedback
A performance appraisal based on surveys from peers, supervisors, subordinates, and customers
Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well
The HR department monitors the performance appraisal system, but it is typically not involved in rating employees
In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans
Techniques for appraising employee performance
Alternation ranking
Graphic rating scale
Forced distribution
Constant sum rating scale
Forced distribution
A performance appraisal tool where a supervisor identifies a certain percentage of employees as high, above average, average, below average, and poor performers
Alternationranking
Ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked
Management by objectives requires a manager to set specificmeasurable, organizationallyrelevant goals with each employee and then periodically discuss the employee's progress toward these goals