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Graphic Performance Appraisal
Module 4: Week 4 – M4: Assignment 3 Baroness Thompson PSY320 Industrial Organizational Psychology Marian Orr March 23, 2008
Without elaborate description.Money and time will determine the scales used at a particular company. Graphic Rating Scales . Graphic Rating Scale is the simplest and most popular method for performance appraisal. The rates that where used in Mark and Kathy’s performance appraisal are never accurate. The Behaviorally Anchored Rating Scale (BARS) offers rating scales for actual behaviors that exemplify various levels of performance. Everyone rates are different. Although this method is relatively simple and quick to complete.Performance Appraisals Baroness Thompson 2 Graphic Rating Scales I can you try to determine whether Paul demonstrated bias against Mark by constant review of their ratings. PA results of BARS are more reliable and valid than those of the Graphic Rating Scale. some experts question its validity and reliability. Human resource managers must carefully analyze each job and develop behavior patterns pertinent to various levels of performance for the job before they use the BARS. The ratings will fluctuate. Because raters check off specific behavior patterns of a rate. appraisal items and scores are subject to various interpretations of raters. There are several rating Scales HR can use . The Graphic Rating Scale offers a list of areas related to job performance. A manager rates each employee on the listed areas according to a numerical score.
Some employees are visual. numerous other methods have been developed. and level of performance of the employee in a completely open-ended format (unstructured narration).The Multiperson . for example. The Narrative Technique is a written essay about an employee's job performance prepared by a rater. Alternatively. which involves keeping a running log of effective and ineffective job performance . the rater can be pro vided with some structure to use in the evaluation. 3 Performance Appraisals Employees are very hard to please. Without standard performance description. achievements. achievements. Others are not and would rather look at videos to and take notes. (3) management skills. (2) planning and organizing the tasks. "Describe briefly the activities. The essay typically describes the rate's job-related behaviors and performance. and development of others. For example.Performance Appraisals Baroness Thompson In order to overcome pitfalls of the Graphic Rating Scale." Narrative Technique Similar to the Narrative Technique is the Critical-Incident Method. a rater can be asked to describe the activities. communications. it is a cumbersome task for raters to write an essay for several employees. and level of performance of the staff member in the following areas: (1) work habits.
managers' subjective opinions are frequently called for. In order to separate performance scores among multiple employees. When an employee is aware of their flaws. Raters must choose one high performer from the list of employees or distribute certain scores to employees at different ranks. If a company wants an employee to succeed they will ensure the employee understands all aspects of the performance appraisal. Subjectivity and Objectivity A company has to take pride in all appraisals. In order to obtain accurate performance information. These important steps are important. Yet there are numerous problems in the .Performance Appraisals Baroness Thompson 4 Comparison Method asks raters to compare one person's performance with that of one or more others. A family can benefit from a positive report about a family member. Many companies use some combination of subjective and objective assessment for actual performance appraisal. But. the Forced Choice or Forced Distribution Methods are adopted. raters must provide objective and unbiased ratings of employees. These steps will ensure an accurate rate from each employee. Accuracy is critical to performance appraisal. It is intended to effectively eliminate the possibility of giving the same rating to all employees. Companies must Identify who and what they are rating. because it is almost impossible to develop a perfectly accurate performance checklist. they usually improve to keep their job. Appraisals can help a family and a company. All companies have to invest in the most affective rating scale.
the first important step in developing a PA system is to determine which aspects of performance to evaluate. In such cases. performance is so broadly defined or so conceptual in nature. Traitbased assessment lacks validity and thus frequently raises legal questions. and task outcomes. skills. The most common raters of performance are employees . But traits are not always directly related to job performance. In closing Behaviors. Such behavior-focused assessment encourages employees to adopt desirable behavioral patterns in the workplace. such as personality. The most frequently used appraisal criteria are traits. For many jobs. Traits are relatively easy to assess once a rater gets to know rates.Performance Appraisals Baroness Thompson actual assessment of employee performance. aptitudes. and abilities. attitudes. 5 Traits. behaviors. desirable behaviors can be identified and assessed in the belief that such behaviors lead to successful performance. Many employees are assessed according to their traits.
Mark learned that Kathy received a favorable review from Paul than he did. Attends all required meetings and conferences. Mark now believes that Paul tends to favor female employees. Produces accurate work. Items in the performance appraisal include information about the employee. The employees at Florida Sun Company receive performance appraisals in the form of graphic rating scales every six months. and they both report to Paul. Is friendly. Demonstrates leadership abilities. After their recent performance appraisals. the employee: Consistently shows up for work in time. and this explains why his performance appraisal was less favorable than . For instance. Works well with others. Submits work in time.Performance Appraisals Baroness Thompson 6 Assignment 3: Final Project Mark and Kathy work together in the Finance department of the Florida Sun Company.
How can these rating errors be minimized? If you were to devise a strategy to improve performance appraisal. You can use the Course Project template to submit the answer. Your response should be at least two pages long. Assignment 3 Grading Criteria and Respective Point Value Maximum Points Explained how they can try to determine if Paul has demonstrated bias against Mark. which other kinds of rating formats can be used? What are the advantages and disadvantages of each of these formats? Describe various types of rating errors. 7 You have not witnessed Mark or Kathy’s actual work behavior. the HR director in the Finance department at Florida Sun Company. 2008.Performance Appraisals Baroness Thompson Kathy’s. 15 . he forwards his complaint to you. March 24. what would you recommend? How would you ensure that the appraisal process is objective? Submit your response to the Faculty by Monday. How can you try to determine whether Paul demonstrated bias against Mark? To what extent do you think the rating format used in Mark and Kathy’s performance appraisals influenced the difference in their ratings? In addition to graphic rating scales. In this regard.
Performance Appraisals Baroness Thompson Explained to what extent they think the rating format used in Mark’s and Kathy’s performance appraisals influenced the difference in their ratings. 15 Described the various types of rating errors and explained how these rating errors can be minimized. 15 Explained how they would ensure that the appraisal process is objective. 15 Total: 105 8 . 15 Identified the types of rating formats that can be used. 15 Recommended a strategy to improve performance appraisal. 15 Identified the advantages and disadvantages of each rating format. apart from graphic rating scales.
Boston.com&Survey=1&47=4156968&ClientNo deID=404511&coursenav=0&bhcp=1 http://www.com/data/G013.answers. MA: Houghton Mifflin Company http://www.Performance Appraisals Baroness Thompson 9 Reference Page References: Levy.com/ec/crs/default. Retrieved March 23.htmBaroness Thompson final project. Paul E. from http://myeclassonline.learn? CourseID=2895398&CPURL=myeclassonline.org/bigfive/goldberg.personalityresearch. (2007). (2006) Industrial/ Organizational Psychology: Understanding the Workplace.doc Argosy Lecture Notes.html: project 2 M4 http://www.hr-guide.com/topic/performance-appraisal . 2008.
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