HRM (Chap 8)

37問 • 1年前

aen silang

通報

問題一覧

Is a process of evaluating an individual in order to arrive at an objective human resource decision

performance appraisal

The performance management system should link employee activities with the organizations goals and objective

strategic purpose

Performance management information relative to performance appraisal points to the use of evaluation and decisions for salary adjustments promotion retention and termination lay of and recognition of individual performance

administrative purpose

The purpose of performance management is to develop employees who are effective in their jobs

developmental purpose

Is the extent to which the performance measure assesses all the relevant aspects of the performance

validity

It refers to the accuracy of the ratings and differentiating each employee in a group in terms of actual job performance

validity

Must be able to show the degree of the employees efficiency in the performance of a design task or duties and responsibilities

rating scale

Rating may be considered reliable if they are consistent

reliability

Refers to whether the people who use the performance measure accept it

acceptability

Is the extent to which the performance measure gives specific guidelines to employees about what is expected of them and how they can meet this expectations

specificity

Is a line responsibility to be met with assistance of the human resource management and his staff

performance appraisal

Helps supervisors to truly review the performance of their employees and this probably is the greatest value in any organization

systematic performance appraisal plan

Should participate from the start of the development of the program for it is the line responsibility to evaluate employee performance

line managers

Consists of techniques that require the latter to compare the individuals performance with that of others

comparative approach

This approach usually uses some over all assessment of the individuals performance or work and seek to develop some ranking of the individual within a given work group

comparative approach

This method provides a comparison of the relative qualities of performance among all the employees in a unit or group

ranking

This system uses a five point job performance scale in rating employees who are doing similar jobs

forced distribution technique

Under this method the name of each employee who is to be rated is written on the card

paired comparison method

This rating method provides a number of traits or factors with corresponding definitions for evaluating the employees written in the left hand column of the form such as quantity of work done quality of work attitude towards work judgement reliability cooperation punctuality and others

checklist method

Attempts to define the behavior an employee exhibits to be effective in the job

behavioral approach

Requires manager to keep a record of specific examples of effective and ineffective performances on the part of each employee

critical incident

This builds on the critical incidence approach it is designed to specifically define performance dimension by developing behavioral anchors associated with different levels of performance

behavioral anchored rating scale

This entails managing the behavior of the employees through a formal system of behavioral feedback and reinforcement

organizational behavior modification

The error in which the writer gives greater weight to recent events when appraising an individual performance

recent effect

Occurs when employees are incorrectly rated near the average middle scale

central tendency

Of course when the rater's value distorts the rating

rater's bias

Occurs when the manager rates an employee high or low on all items because of one characteristic

halo effect

It is the tendency to rate people relatively with other people

contrast error

Focuses on managing the objectives measurable results of a job or work group

result approach

Is used in most companies who believe in results as basis of performance management under this system the top management defines the company strategic goals and objectives and passes it on to the next level of management and down the line

management by objectives

The goal of the system of measurement is to motivate the employees to go for a higher level of productivity

productivity measurement and evaluation system

Important component of performance management

feedback

Are factual information regarding observe actions are consequences of action

data

Is the way the feedback system reacts to the fact and requires performance standard

evaluation

A system in which data and evaluation influence action

action

Presents an opportunity for the manager to talk about the employees potential and also their weaknesses

appraisal interview

The manager should avoid using different standards among employees performing similar jobs

problems of varying standards

Plumbing Tools 2

Plumbing Tools 2

施工(各種申請提出先等)

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PRELIM

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watch

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QUY TRÌNH QUY ĐỊNH

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問題一覧

Is a process of evaluating an individual in order to arrive at an objective human resource decision

performance appraisal

The performance management system should link employee activities with the organizations goals and objective

strategic purpose

administrative purpose

The purpose of performance management is to develop employees who are effective in their jobs

developmental purpose

Is the extent to which the performance measure assesses all the relevant aspects of the performance

validity

It refers to the accuracy of the ratings and differentiating each employee in a group in terms of actual job performance

validity

Must be able to show the degree of the employees efficiency in the performance of a design task or duties and responsibilities

rating scale

Rating may be considered reliable if they are consistent

reliability

Refers to whether the people who use the performance measure accept it

acceptability

Is the extent to which the performance measure gives specific guidelines to employees about what is expected of them and how they can meet this expectations

specificity

Is a line responsibility to be met with assistance of the human resource management and his staff

performance appraisal

Helps supervisors to truly review the performance of their employees and this probably is the greatest value in any organization

systematic performance appraisal plan

Should participate from the start of the development of the program for it is the line responsibility to evaluate employee performance

line managers

Consists of techniques that require the latter to compare the individuals performance with that of others

comparative approach

This approach usually uses some over all assessment of the individuals performance or work and seek to develop some ranking of the individual within a given work group

comparative approach

This method provides a comparison of the relative qualities of performance among all the employees in a unit or group

ranking

This system uses a five point job performance scale in rating employees who are doing similar jobs

forced distribution technique

Under this method the name of each employee who is to be rated is written on the card

paired comparison method

checklist method

Attempts to define the behavior an employee exhibits to be effective in the job

behavioral approach

Requires manager to keep a record of specific examples of effective and ineffective performances on the part of each employee

critical incident

This builds on the critical incidence approach it is designed to specifically define performance dimension by developing behavioral anchors associated with different levels of performance

behavioral anchored rating scale

This entails managing the behavior of the employees through a formal system of behavioral feedback and reinforcement

organizational behavior modification

The error in which the writer gives greater weight to recent events when appraising an individual performance

recent effect

Occurs when employees are incorrectly rated near the average middle scale

central tendency

Of course when the rater's value distorts the rating

rater's bias

Occurs when the manager rates an employee high or low on all items because of one characteristic

halo effect

It is the tendency to rate people relatively with other people

contrast error

Focuses on managing the objectives measurable results of a job or work group

result approach

management by objectives

The goal of the system of measurement is to motivate the employees to go for a higher level of productivity

productivity measurement and evaluation system

Important component of performance management

feedback

Are factual information regarding observe actions are consequences of action

data

Is the way the feedback system reacts to the fact and requires performance standard

evaluation

A system in which data and evaluation influence action

action

Presents an opportunity for the manager to talk about the employees potential and also their weaknesses

appraisal interview

The manager should avoid using different standards among employees performing similar jobs

problems of varying standards