Transcript PERFORMANCE EVALUATION

Human Resource Management
College of Public and Community Service
University of Massachusetts at Boston
©2008 William Holmes
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 Goal
Oriented
 Process Inclusive
 Productivity Focused
 Employee Targets
 Team Targets
 Organization Targets
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Review
Timing
Evaluation
Utilization
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Monitoring
goal achievement
Employee development
Program revision
Reward allocation
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Human
Resource planning
Recruitment and selection
Employee relations
Limited by information
available
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 Traits
 Behaviors
 Competencies
 Process
Activity
 Objectives Achievement
 Goal Achievements
 Future Potential
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 Supervisor
 Subordinates
 Customers
 Peers/Team
Members
 Self-Appraisal
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 360/720-Degree
Feedback
 Rating
Scales—qualitative vs.
behavioral
 Critical
 Work
Incident Recording
Standards
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 Employee
 Forced
Rankings
Distributions (grouping)
 Results-Based,
Objectives
Achievement
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 Supervisor/Staff
Conflict
 Employee Conflict and Anxiety
 Subjectivity
 Halo/Horn Errors
 Rating Inflation (leniency) or
Deflation (strictness)
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Central
Tendency Error
Recentcy Bias
Stereotyping
Manipulation Bias
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Job
Related Criteria
Clear Expectations
Standard Criteria
Appraiser Training
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 Ongoing
Appraisal and
Feedback
 Performance Reviews
 Use of Constructive Praise
and Criticism
 Agreement on New
Objectives and Improvement
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