ARM :
Chapter 6
Performance
appraisal and
management
B
,Performance appraisal
once/twices
>
year
-
Performance management
set
>
-
of
activities zimedat
improving employee
-performance work w
employee to set expectat
6 2 evaluate ?
.
Objectives :
why
reasons :
> to
compare employees with each other
-
>
-
make comparison within individual s
and weaknesses
(strength
to consolidate overall HR
>
approach
-
whetherperformatratingetoce
>
-
collecti et
were correct
- to meet
legislative requirements
. 3
6 What to evatuale ?
>
-
describe work requirement task ,
&
response
>
-
qualification required for job
-appraisal instrument that uses measurable
& observable evaluate
factors to
performance.
>
-
Une appraisal not deficient or contaminated
.3 1
6 .
Trait appraisals
>
-
evaluate
of individual's personal characteristics
or qualities .
, -born with or acquired (intelligence creativity ,
extravers emotional
stability)
>
performance se a characteristic
-
-simple and cast
effective
lotraererracheur s
>
-
,
>
-
describe the person (a behavior)
. 3 2
6 .Behavioural appraisals (
>
-
>
-
individuals' observable actions and
what the individual does I behave .
performance .
>
-
useful for feedback (show
when result-based not
gap in
performance)
>
possible
-
Il
>
-
Disadvantage :
a possible to create list
of "good
behaviour
for a
job
. 3 3
6 .
Result appraisals (Micha
evaluate
employee's performance against
>
-
predetermined objectives/goals well
>
-
good when I
ways
to do the
job
>
- result D ,
decide
give employee freedom
>
-
to how to
achieve result
less
/good for flexible work
arrangement
> suitable when result out
of
employee control
-
>
-
more reliable and valid tham trait based
Gaccepted by employees)
>
good when
high degree of interdependency between
-
·
employees and their behavious that determine outcome
Leg .
time
assembly line)
Chapter 6
Performance
appraisal and
management
B
,Performance appraisal
once/twices
>
year
-
Performance management
set
>
-
of
activities zimedat
improving employee
-performance work w
employee to set expectat
6 2 evaluate ?
.
Objectives :
why
reasons :
> to
compare employees with each other
-
>
-
make comparison within individual s
and weaknesses
(strength
to consolidate overall HR
>
approach
-
whetherperformatratingetoce
>
-
collecti et
were correct
- to meet
legislative requirements
. 3
6 What to evatuale ?
>
-
describe work requirement task ,
&
response
>
-
qualification required for job
-appraisal instrument that uses measurable
& observable evaluate
factors to
performance.
>
-
Une appraisal not deficient or contaminated
.3 1
6 .
Trait appraisals
>
-
evaluate
of individual's personal characteristics
or qualities .
, -born with or acquired (intelligence creativity ,
extravers emotional
stability)
>
performance se a characteristic
-
-simple and cast
effective
lotraererracheur s
>
-
,
>
-
describe the person (a behavior)
. 3 2
6 .Behavioural appraisals (
>
-
>
-
individuals' observable actions and
what the individual does I behave .
performance .
>
-
useful for feedback (show
when result-based not
gap in
performance)
>
possible
-
Il
>
-
Disadvantage :
a possible to create list
of "good
behaviour
for a
job
. 3 3
6 .
Result appraisals (Micha
evaluate
employee's performance against
>
-
predetermined objectives/goals well
>
-
good when I
ways
to do the
job
>
- result D ,
decide
give employee freedom
>
-
to how to
achieve result
less
/good for flexible work
arrangement
> suitable when result out
of
employee control
-
>
-
more reliable and valid tham trait based
Gaccepted by employees)
>
good when
high degree of interdependency between
-
·
employees and their behavious that determine outcome
Leg .
time
assembly line)
