About This Chapter
Performance Appraisals - Chapter Summary and Learning Objectives
We all want to be recognized for a job well done. In the business world, recognition can be difficult unless there are objective ways to assess employee performance. In this chapter, you will learn how various types of performance appraisals are utilized to review and critique how employees are doing. This chapter is designed to teach you:
- The purpose of performance appraisals
- How appraisals are implemented
- How data from appraisals are used
- Types of performance appraisals
- Methods of implementation
|Performance Appraisals: Benefits and challenges||Look at the importance of performance appraisals and the challenges they present.|
|Uses: Administrative and Developmental||Learn how organizations utilize performance appraisal results.|
|Reliability and Validity in Assessment||Understand the concepts of reliability and validity in relation to performance appraisals.|
|Types of Performance Appraisal: Trait, behavioral, and results||Explore the different types of performance appraisals and understand how and why each one is implemented.|
|Common Methods, Part 1: Critical incident, critical appraisal, BARS||Learn about three methods used in conducting performance appraisals.|
|Common Methods, Part 2: Narratives, Forced Rankings, Forced Distribution||Look at three more performance appraisal methods.|
|Performance Appraisal and 360 Feedback||Learn how businesses use multiple sources to report on an individual's performance.|
|What Is Management by Objective? - Defining the MBO Process||Take a look at the technique that considers both employees' and managers' opinions in order to set and observe organizational goals.|
|Job Dissatisfaction: Causes, Reasons and Employee Responses||Identify the four main reasons employees are dissatisfied with their jobs, and discover some common responses to these dissatisfactions.|
1. Performance Appraisals: Benefits and Challenges
Many companies use performance appraisals to assess the performance of their employees. While performance appraisals provide some notable benefits, they are not without challenges. In this lesson, we'll explore these benefits and challenges.
2. Uses of Performance Appraisals: Administrative and Developmental
Performance appraisals can serve multiple purposes in an organization. In this lesson, you'll learn how they can be used as an administrative tool and as a developmental tool. You'll also have a chance to take a short quiz after the lesson.
3. Importance of Reliability, Acceptability, Sensitivity & Practicality in Performance Appraisals
A tool is only valuable if it is useful. The same holds true for performance appraisals. In this lesson, you'll learn that effective performance appraisals meet the requirements of relevance, sensitivity, reliability, acceptability and practicality.
4. Types of Performance Appraisal: Trait, Behavioral & Results
Performance appraisals help organizations and their members measure performance. In this lesson, you'll learn about different standards, or criteria, used in performance appraisals, including trait, competencies, behavioral and results.
5. Common Appraisal Methods 1: Critical Incident, Graphic Rating Scale & BARS
Pretty much every working person gets his performance evaluated at some point. In this lesson, you'll learn about different methods used in performance appraisals, including the critical incident, graphic rating scales and BARS method.
6. Common Appraisal Methods 2: Narratives, Forced Choice & Forced Distribution
An important part of performance management is designing and implementing performance appraisals. In this lesson, you'll learn about different methods used for performance appraisals, including narratives, the forced choice technique and forced distribution.
7. Performance Appraisal and 360 Feedback
Employee evaluations are a way managers can assess job performance and provide feedback to employees. An employee's performance is measured using various types of evaluation systems, including top-down appraisal, management by objectives (MBO), self-assessment and 360 degree feedback.
8. What Is Management by Objective? - Defining the MBO Process
Management by objective (MBO) changed the way many companies worked and functioned. With MBO, employees' input was sought out and used to help develop the goals and objectives for the organization.
9. Job Dissatisfaction: Causes, Reasons and Employee Responses
There is a level of job satisfaction for each person and each job performed. Problems occur when people are not happy with their jobs. In this lesson, we will look at causes for job dissatisfaction as well as employee responses.
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Other chapters within the Business 106: Human Resource Management course
- Overview of HRM Field
- Organizational Theories & Human Resources
- Job Analysis and Design
- Staffing in Organizations
- Training and Development in Organizations
- Employee Compensation Issues
- Employment Law & Employee Rights
- Labor Relations
- International Human Resource Management
- Current Issues and Trends in HRM
- Studying for Business 106