HR Test 2 Ch 10
Card Set Information
HR Test 2 Ch 10
HR Test 10
HR Test 2 Ch 10
performance information is gathered from people on all sides of the manager: above, beside, below, and so forth.
behavioral observation scale (BOS)
is developed from critical incidents like a BARS but uses substantially more critical incidents to define specifically all the measures necessary for effective performance.
behaviorally anchored rating scale (BARS)
is an appraisal system that represents a combination of the graphic rating scale and the critical incident method.
is the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life.
involves interaction between an individual employee or manager in the organization and either a line manager or a human resource manager.
refers to tasks an employee does on the job that are not required as part of the job but that still benefit the organization in some way.
occurs when we compare people against one another instead of against an objective standard.
critical incident method
relies on instances of especially good or poor performance on the part of the employee.
The fourth traditional career stage, disengagement, involves the individual gradually beginning to pull away from work in the organization. Priorities change, and work may become less important.
occurs when the rater tends to use only one part of the rating scale.
The establishment stage of the traditional career model involves creating a meaningful and relevant role in the organization.
is the first traditional career stage and involves identifying interests and opportunities.
involves grouping employees into predefined frequencies of performance ratings.
goal–based or management–by–objectives (MBO)
system is based largely on the extent to which individuals meet their personal performance objectives.
graphic rating scale
consists of a statement or question about some aspect of an individual’s job performance.
occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively.
occurs when the manager downgrades other aspects of an employee’s performance because of a single performance dimension.
individual assessment phase
The individual assessment phase of career planning requires that individuals analyze carefully what they perceive to be their own abilities, competencies, skills, and goals.
stage involves optimizing talents or capabilities.
In the paired–comparison method of performance appraisal, each individual employee is compared with every other individual employee, two at a time.
is the specific and formal evaluation of an employee to determine the degree to which the employee is performing his or her job effectively.
is the general set of activities carried out by the organization to change (improve) employee performance.
simple ranking method
involves having the manager rank–order each member of a particular work group or department from top to bottom or from best to worst.