Week 10 notes
Week 10 notes mgmt 3311
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This 2 page Class Notes was uploaded by Laura Notetaker on Saturday October 31, 2015. The Class Notes belongs to mgmt 3311 at University of Texas at El Paso taught by Dr. Laura Guerrero in Summer 2015. Since its upload, it has received 26 views. For similar materials see Introduction to human resource management in Business at University of Texas at El Paso.
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Date Created: 10/31/15
Week 10 notes Potential rating problems Unclear standards an appraisal that is too open to interpret Halo effect the problem that occurs when a supervisor39s rating on one trait biases the rating of that person on other trait Central tendency A tendency that rates all employees the same way all average Leniency or strictness The problem that occurs when the supervisor has a tendency to rate all subordinates either high or low Recency effects Letting what the employee has done recently blind you to what his performance has been over the year Effective appraisals Keep in mind potential appraisal problems understand the potential appraisal problems Use the right appraisal interview each has pros and cons Keep a diary keep a diary of employees39 performance Get agreement on a plan the aim of the appraisal should be to improve unsatisfactory performance How to conduct the appraisal interview Review the person39s job description compare performance to the standards and review previous appraisals Requires coaching skills How to handle a defensive subordinate Recognize that defensive behavior is normal never attack a person39s defenses postpone action and recognize your limitations How to criticize a subordinate that person needs to maintain its dignity in private and constructively How to handle a formal written warning should list the employee39s standard the employee was aware of the standard specify any de ciencies and show the employee that they have an opportunity to correct his performance Graphic rating scale method managers decide what job performance to measure actual job duties Alternation ranking method employees are ranked from best to worst on ta particular trait Paired comparison method involves ranking employees by making a chart of all possible pairs of employees of each trait and indicating which the better employee of the pair is Week 10 notes Forced distribution method predetermined percentages of rates are placed in various performance categories such as a grading curve Critical incident method the supervisor keeps a record of uncommonly good an undesirable examples of an employee39s workrelated behavior The supervisor will review it with the employee at predetermined times Narrative forms rating an employee39s performance for each factor examples and improvement plan helps employee understand where his performance was good or bad Behaviorally anchored rating scales BARS Combines the bene ts of narratives critical incidents and quali ed scales by anchoring a scale with speci c behavioral examples of good or poor performance Management by objectives MBO manager sets speci c measurable goals with each employee and then periodically discusses the employee39s progress toward these goals