WGU C232 Intro to Human Resource Management: topic 7

WGU C232 Intro to Human Resource Management: topic 7

Leave the first rating Students also studied Terms in this set (25) Save WGU D082 - Emotional and Cultural...123 terms quizlette884699 Preview D082 123 terms James_Wattenbarger Preview WGU D082 - Emotional and Cultural...123 terms abburhans30Preview Topic 9 62 terms par Forced Distribution AppraisalA performance-evaluation method in which a superior must assign only a certain proportion of subordinates to each of several categories with respect to each other. A common one may be divided into five categories, with a fixed percentage of all subordinates in a group falling within each of these categories.Narrative Essay AppraisalPerformance Evaluation method in which the rater describes the employee's strengths and weaknesses and suggests methods for improving performance.Paired Comparison AppraisalA performance-evaluation method in which each employee is compared to every other incumbent, two at a time on a single standard, to determine which is "better." Peer AppraisalPerformance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture.Straight Ranking AppraisalA performance-evaluation method in which a superior lists the subordinates in order, from best to worst, usually on the basis of overall performance.List the Administrative use of Performance Appraisals (PA)/Evaluations.

• Salary in-/de-creases
• Demotions
• Layoff
• Promotions/transfers
• Terminations

List the Development use of Performance Appraisals (PA)/Evaluations.

• Identify training needs
• Motivate employee improvement
• Provide feedback
• Counsel employees
• Spot performance deficiencies
• Identify/Acknowledge strengths

Distinguish Performance Management (PM) and Performance Appraisal (PA) PM is PROCESS aiding employees to understand job objectives, motivate and train to accomplish goals. It begins with knowing company strategy.PA is FORMAL SYSTEM to measure, evaluate, and influence of employee's job- related attributes, behaviors and outcomes.Besides feedback what else does a PA do.1. Ensure company goals are aligned to job anlaysis.

• Set work standards to clarify performance expectations.
• Create metrics documenting standards.
• Assess employee's actual performance relative to stated standards.
• Provide motivating feedback to do better or doing well.

What terms are used to clarify the person doing the appraising?superior or rater vs. supervisor or manager.What terms are used to clarify the person being appraised?subordinate or ratee. Does not mean ratee is lower level, simply a term of clarity.In what ways is the PA an agreeemnt b/w the company and employee?

• Productivity improvement
• Management development
• Peformance measurement
• Feedback

5. HRP

• Legal compliance
• Communication b/w Rater & Ratee
• Supervisory awareness of job

Describe elements of performance measurement. establishes the employee's work value to company and evaluates employee contributions.What other areas of HR does performance management impact?

• Job Analysis
• Compensation
• Train (current job) & Develop (future KSAs)

Who conducts PAs?1. Supervisory PA

• [Employee] Self PA
• Peer PA
• Subordinate PA
• Customer PA
• Computer Monitoring PA

What are the dis/advantages of using supervisory appraisal?Advantage - immediate boss most familiar with subordinate work Disadvantages are 1) supervisor lacks PA delivery; 2) subordinate may feel threatened by power; 3) subordinate alienated What are the dis/advantages of using Self-appraisal? Advantage - 1) incumbent involvement; 2) feedback on incumbent role; 3) combined with supervisory PA Disdvantage - employee subject to systemic biases, gap b/w self and others What are the dis/advantages of using Subordinate appraisal?Advantage - 1) rater feedback on effectiveness thru ratee perspective Disdvantage - 1) personality vs performance feedback; 2) inflate evaluation if threatened by supervisor

What are the dis/advantages of using Computer Monitoring appraisal?Advantage - 1) fast method; 2) alignment with strategic goals and company culture; Disdvantage - ethical issues on employee privacy What are the dis/advantages of using Peer appraisal? Advantage - 1) rater lack access to ratee performance; 2) great with self-managed team; 3) great with participatory company culture; Disdvantage validity reduced when - 1) competitive reward system; 2) low trust among team members What are the various PA methods?1. Straight Ranking

• Alternative Ranking
• Paired Comparison
• Forced Distribution Method
• Narrative Essay
• Conventional Rating

Describe the dis/advantages of using Straight Ranking method?Advantage - 1) easiest method; 2) ranks from best to worst; 3) ranks specifc criterion; Disdvantage - 1) best only with small # of incumbents; 2) difficulty in discerning differences in ranking Describe the dis/advantages of using an Alternative Ranking method?Advantage - 1) ranks best to worst on overall performance rating; 2) great for supervisory and subordinate use Describe the dis/advantages of using Paired Comparison method?Advantage - one criterion at time comparison with all employees one at time Disadvantage - time resource hog for large company Describe the dis/advantages of using Conventional Rating method?Advantage - 1) widely used b/c easy to develop and compare across departments; 2) can vary in performance criterion like traits ands output indicators Disadvantage - 1) raters subject to PA errors; 2) trait descriptors meaning change from rater to rater