Evaluating Employee Performance Flashcards

Evaluating Employee Performance Flashcards
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Performance Appraisal System: Top-Down

Direct supervisors evaluate employees with this appraisal system. It is more commonly used than any other system.

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Performance Appraisal System Requirements: Acceptability

Performance appraisal systems fulfill this requirement when individuals in the business accept and support them.

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Performance Appraisal System Requirements: Relevance

This requirement of a performance appraisal system states that it must actually measure what it is supposed to measure.

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Performance Appraisal System Requirements: Reliability

You can feel comfortable that a performance appraisal system follows this requirement if various people receive the same results when testing the same person.

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Performance Appraisal System Requirements: Practicality

A performance appraisal system meets this requirement if it is simple to understand and easy to use.

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Human Resource (HR) Controls: Employee Observation

You utilize this human resource control when you physically watch an employee as he or she carries out work tasks.

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Human Resource (HR) Controls: Narrative Appraisal

This assessment comes in essay-form. It lists comments about an employee that are both good and bad.

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Human Resource (HR) Controls: Rating Scale

The human resources department can use these to rank employee behavior and performance. It is useful for judging employees with task-oriented jobs.

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Human Resource (HR) Controls

These tools are used to measure employee performance and behavior and can also be used to develop and enforce a company's procedures and policies.

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Performance Appraisal System: Straight Ranking Method

Managers use this process when they compare employees and list them from best to worst. This can be useful if you need to promote one person to an available job.

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Performance Appraisal System: 360-Degree Feedback Appraisal

The process that businesses use when they get information from an employee's supervisors, vendors, customers, and workmates.

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Performance Appraisal System: Psychological Employee Appraisal

You use this system when you judge the critical thinking and analytical skills of an employee, along with his or her emotional stability.

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Performance Appraisal System: Objective Management Appraisals / Management by Objectives (MBO)

This system requires employers to work with their employees to order to develop goals for performance that are then measured over a period of time. This is often used for high-level employees.

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26 cards in set

Flashcard Content Overview

You can use this set of flashcards as a tool to review the following performance appraisal systems:

  • Objective Management / Management by Objectives (MBO)
  • 360 Degree
  • Straight Ranking
  • Top-Down
  • Self-Assessment

These cards also cover the requirements that shape performance appraisal systems. You'll be able to focus on the tools used by human resources in the workplace. Trait, behavioral, competencies, and results appraisals are covered by this set, as well. Furthermore, you can go over the difference between training and developmental activities.

Front
Back
Performance Appraisal System: Objective Management Appraisals / Management by Objectives (MBO)

This system requires employers to work with their employees to order to develop goals for performance that are then measured over a period of time. This is often used for high-level employees.

Performance Appraisal System: Psychological Employee Appraisal

You use this system when you judge the critical thinking and analytical skills of an employee, along with his or her emotional stability.

Performance Appraisal System: 360-Degree Feedback Appraisal

The process that businesses use when they get information from an employee's supervisors, vendors, customers, and workmates.

Performance Appraisal System: Straight Ranking Method

Managers use this process when they compare employees and list them from best to worst. This can be useful if you need to promote one person to an available job.

Human Resource (HR) Controls

These tools are used to measure employee performance and behavior and can also be used to develop and enforce a company's procedures and policies.

Human Resource (HR) Controls: Rating Scale

The human resources department can use these to rank employee behavior and performance. It is useful for judging employees with task-oriented jobs.

Human Resource (HR) Controls: Narrative Appraisal

This assessment comes in essay-form. It lists comments about an employee that are both good and bad.

Human Resource (HR) Controls: Employee Observation

You utilize this human resource control when you physically watch an employee as he or she carries out work tasks.

Performance Appraisal System Requirements: Practicality

A performance appraisal system meets this requirement if it is simple to understand and easy to use.

Performance Appraisal System Requirements: Reliability

You can feel comfortable that a performance appraisal system follows this requirement if various people receive the same results when testing the same person.

Performance Appraisal System Requirements: Relevance

This requirement of a performance appraisal system states that it must actually measure what it is supposed to measure.

Performance Appraisal System Requirements: Acceptability

Performance appraisal systems fulfill this requirement when individuals in the business accept and support them.

Performance Appraisal System: Top-Down

Direct supervisors evaluate employees with this appraisal system. It is more commonly used than any other system.

Performance Appraisal System: Self-Assessment

Employees judge their own performance in this kind of appraisal system. They should just their performance against the goals set for them.

Performance Measurement Errors: Central Tendency

We see this error when supervisors give all employees an average score, instead of ranking them very high or low.

Performance Measurement Errors: Strictness / Leniency

These are errors that occur when managers are either too hard on employees or too easy on them.

Performance Measurement Errors: Contrast

Managers make this error when they judge an employee based on the performance of other employees.

Trait Appraisal

These appraisals focus on the characteristics of an employee. You can use these to judge things like work ethic, loyalty, and initiative.

Behavioral Appraisal

Managers use this kind of appraisal when judging the way employees act at work. This may involve assessing how well they cooperate with others.

Competencies Appraisal

Businesses conduct this type of appraisal when they look at an employee's knowledge, behaviors, skills, and abilities and how well they align with the employee's responsibilities.

Results Appraisal

You judge employees with this kind of appraisal if you assess whether or not they met goals. These appraisals are often used for sales people.

Performance Appraisal

This evaluates employee performance. It can be applied to employee development, as it provides feedback that can close the loop between employees and employers.

Performance Reviews

These can be created as part of the performance appraisal process and placed in an employee's personnel file. They protect a company from a lawsuit and should relate to company goals.

SMART Goals

These are goals that are specific, measurable, attainable, relevant, and time-sensitive. It is recommended that you make these kinds of goals in business.

Development Activities

Employees may complete these in order to get ready for a new role or additional responsibilities within the company.

Training Activities

You can have employees complete these in order to improve job performance in their current position.

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