Chapter 7: Performance Management
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Chapter 7: Performance Management Learning Objectives • Understand the concept of performance management. • Understand how performance appraisal contributes to performance management . • Know the attributes of a legally defensible performance appraisal system.

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Chapter 7: Performance Management Learning Objectives • Understand the concept of performance management.

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Chapter 7 performance management learning objectives understand the concept of performance management

Chapter 7: Performance Management

Learning Objectives

• Understand the concept of performance management.

• Understand how performance appraisal contributes to performance management.

• Know the attributes of a legally defensible performance appraisal system.

• Understand the concept of person perception.

• Understand the three major rating errors.

• Know the various types of rating scales.

• Explain the purpose of rater training.

• Understand the bases of rater motivation.

• Understand the basis of contextual performance.

• Understand peer assessment, self-assessment, and 360-degree feedback.

• Explain the use of performance appraisal interviews.


Chapter 7 performance management learning objectives understand the concept of performance management

Chapter Summary

• Performance management is the process of aligning all of the organization’s components to achieve high organizational performance.

• Performance appraisal is the evaluation of the organization’s personnel component.

• Performance appraisal is used to make important personnel decisions (such as retention and advancement) and as such is governed by fair employment laws.

• How employees are evaluated is related to how they are perceived in the workplace, which may include factors that have little to do with their performance.

• Supervisor ratings are the most common form of performance appraisal.

• I/O psychologists have developed various types of rating scales to evaluate job performance and have identified rating errors that occur with their use.

• Individuals can be trained to make higher-quality ratings; thus the judgment of employees is a learnable skill.


Chapter 7 performance management learning objectives understand the concept of performance management

Chapter Summary

(continued)

•An organization may have inhibiting factors that influence a rater’s decision to give accurate and honest evaluations of employees.

• Appraisals of performance can be made by peers and subordinates (as well as oneself ) in addition to supervisors.

• 360-degree feedback is an approach to performance evaluation based on a confluence of ratings from people at multiple organizational levels. The technique is used for both developmental and administrative purposes.

• In some cultures it is not acceptable to solicit evaluations from any source except the supervisor.


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