less influenced by a variety of interviewer biases
required applicant to describe how they handled specific problems and situations in previous jobs based on the assumption that past behavior offers the best predictor of future behavior
types of training skills
most training is directed at upgrading and improving an employee's technical skills, increasingly important for two reasons: new technology and new structural designs in the organization
purpose of performance evaluation
help management make general human resource decisionsabout promotions, transfers, and terminations
pinpoint employee skills and competencies for which remedial programs can be developed
provide feedback to employees on how the organization views their performance and are often the basis for reward allocations including merit pay increases
methods of performance evaluation
behaviorally anchored rationg scales(bars) combine elements from the critical incident and graphic rating scale approaches
the appraiser rates the employees on items along a continuum, but the items are examples of actual behavior on the job rather than general descriptions or traits
participants first contribute specific illustrations of effective and ineffetive behavior, which are translated into a set of performance dimensions with varying levels of quality