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360–degree appraisal
performance information is gathered from people on all sides of the manager: above, beside, below, and so forth.
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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.
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behaviorally anchored rating scale (BARS)
is an appraisal system that represents a combination of the graphic rating scale and the critical incident method.
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career
is the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life.
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Career counseling
involves interaction between an individual employee or manager in the organization and either a line manager or a human resource manager.
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Contextual performance
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.
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Contrast error
occurs when we compare people against one another instead of against an objective standard.
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critical incident method
relies on instances of especially good or poor performance on the part of the employee.
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disengagement
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.
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distributional error
occurs when the rater tends to use only one part of the rating scale.
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establishment
The establishment stage of the traditional career model involves creating a meaningful and relevant role in the organization.
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Exploration
is the first traditional career stage and involves identifying interests and opportunities.
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forced–distribution method
involves grouping employees into predefined frequencies of performance ratings.
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goal–based or management–by–objectives (MBO)
system is based largely on the extent to which individuals meet their personal performance objectives.
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graphic rating scale
consists of a statement or question about some aspect of an individual’s job performance.
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halo error
occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively.
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horns error
occurs when the manager downgrades other aspects of an employee’s performance because of a single performance dimension.
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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.
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maintenance
stage involves optimizing talents or capabilities.
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paired–comparison method
In the paired–comparison method of performance appraisal, each individual employee is compared with every other individual employee, two at a time.
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performance appraisal
is the specific and formal evaluation of an employee to determine the degree to which the employee is performing his or her job effectively.
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Performance management
is the general set of activities carried out by the organization to change (improve) employee performance.
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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.
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