MGMT 340 CH_17

  1. behavioral structured interviews
    • 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
  2. 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
  3. purpose of performance evaluation
    • help management make general human resource decisions about 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
  4. 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
Card Set
MGMT 340 CH_17
Human Resources Policies and Practices