[Solution] Step 2: Developing Human Resources
Created at:
Author: Emily Carter
Performance Appraisal and Feedback
Performance evaluation is an important input to employee training and development, since it identifies employees' strengths and weaknesses and tells employees and their managers where training and development could have the most impact.
Performance appraisal is the formal evaluation of an employee's job performance. Performance appraisal is important in order to:
- Validate employee selection tests and assess the impact of training programs.
- Make decisions about pay raises, promotions, and training.
- Provide feedback to help employees improve their performance and plan their careers.
Organizations may use objective methods or judgmental methods, or both, to evaluate performance:
- Objective measures include quantitative measures of output and assessment of performance under standardized conditions.
- Judgmental methods include ranking employees relative to each other and rating employees relative to a fixed standard.
Which of the following are methods of performance appraisal? Check all that apply.
- Using a behaviorally anchored rating scale (BARS)
- Gathering 360-degree feedback
- Assigning employees a video presentation about a job skill
- Giving employees hands-on practice with a job task
- Ranking employees relative to each other
View Explanation
Methods of performance appraisal include ranking employees relative to each other and rating employees against a fixed standard. One way to rate employees against fixed standards is to use a BARS. Another method of evaluation is 360-degree feedback from managers, peers, subordinates, and others as appropriate.
Having employees watch a video about a job skill or get hands-on practice with a job task are both training methods.
If a manager rates dimensions of an employee's performance such as communication and problem-solving against fixed standards, the manager is using a method of performance appraisal.
View Explanation
Ratings based on the manager's perceptions of unquantifiable aspects of the employee's performance throughout the evaluation period are a judgmental method of appraisal. The specific rating method described here is the behaviorally anchored rating scale (BARS).
A manager who makes unconscious assumptions about an employee's performance based on the employee's race is committing which kind of error?
- Leniency error
- Recency error
- Error due to bias
- Halo error
View Explanation
This manager is introducing bias into the performance rating process.
