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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
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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
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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
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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
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