CH11: Performance appraisal

Performance Appraisal Defined

• Systematic review and evaluation of employee’s job performance and the delivery of
performance feedback
• What the employee does, activities, inputs
• Uses:
o Personnel Decisions – rewards, promoting, firing
o Developmental Purposes – Identify strengths and weaknesses – coaching
o Documentation – provide line of legal defense against lawsuits
o Evaluate and maintain the HR system of the organization

Performance Appraisal Implications

 Poorly designed systems result in very negative consequences
• Wrong people get promoted or fired
• Employees feel treated unfairly and behave accordingly
• Outcomes include: low motivation (low productivity), low commitment to
organization (high turnover), counterproductive behaviors, job dissatisfaction, etc.
• Legal suits

W/O and Performance Appraisal

 W/O psychologists especially well-suited to be involved in PA because of training:
• Measurement expertise
• HR knowledge
• Organizational psychology
 Performance management: a system of individual performance improvement includes
• goal setting
• coaching/feedback
• PA
• Developmental planning

Approaches to Measuring Performance

Trait Approach
o Emphasizes individual traits of employees
o Causes of behavior
Behavioral Approach
o Emphasizes how employees do the job
o Attempts to perform
Output/Results Approach
o Emphasizes what employees produce