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Activity Measures
Of performance assess work efforts or inputs.
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Behaviorally Anchored Rating Scale (BARS)
Is a performance appraisal approach that describes observable job behaviors, each of which is evaluated to determine good vs. bad performance.
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Central Tendency Error
Occurs when raters lump everyone's performance ratings around the average, or middle, category.
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Critical Incident Diary
Is a method of performance appraisal that records incidents of unusual success or failure for a given performance aspect.
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ESOPs
Allows employees to own stock in their employers business and benefit from future increase in the stock price.
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Flexible Benefit Plans
Are pay systems that allow workers to select benefits according to their individual needs.
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Forced Distribution
Is a method of performance appraisal that uses a small number of performance categories, such as "Very Good", "Good", "Adequate", "Poor", and "Very Poor", and forces a certain proportion of people into each.
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Gain Sharing
Is a pay system that links pay and performance by giving workers the opportunity to share in productivity gains through increased earnings.
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Graphic Rating Scale
Is a scale that lists a variety of dimensions thought to be related to high performance outcomes in a given job and that the individual is expected to exhibit.
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Halo Error
Results when one person rates another person on several different dimensions and gives as similar rating to each one.
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Leniency Error
Is the tendency to give relatively high ratings to virtually everyone.
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Low-Differentiation Error
Occurs when rates restrict themselves to a small part of the rating scale.
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Lump-Sum Increases
Are part of a pay system in which people elect to receive their wage or salary increase in one or more lump-sum payments.
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Merit Pay
Is a compensation system that basis an individuals salary or wage increase on a measure of the person's performance accomplishments during a specific time period or a specified time period.
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Output Measures
Of performance assess actual work results.
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Paired Comparison
Is a comparative method of performance appraisal whereby each person is directly compared with every other person.
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Peer Evaluation
Other members of a work team or persons doing similar jobs rate the individual as a co-worker.
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Performance Appraisal
Is a process of systematically evaluating performance and providing feedback on which performance adjustments need to be made.
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Performance Management
Is the process of managing performance measurement and the associated human resources management decisions.
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Personal Bias Error
Occurs when a rater allows specific biases, such as race, age, or gender, to enter into a performance appraisal.
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Profit-Sharing Plans
Reward employees based on the entire organizations performance.
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Ranking
Is a comparative technique of performance appraisal that involves the rank ordering of each individual from best to worst on each performance dimension.
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Recency Error
Is a biased rating that develops by allowing the individuals most recent behavior to speak for his or her overall performance on a particular dimension.
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Self-Evaluation
Is when the individual rates his or her own performance.
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Skill-Based Pay
Is a system that rewards people for acquiring and developing job relevant skills in number and variety relevant to the organizations needs.
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Strictness Error
Occurs when a rater tends to give everyone a low rating.
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360 Evaluation
Is a comprehensive approach that uses self-ratings, customer ratings, and ratings by others outside the work unit.
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