MGMT 350 Chapter 18
Terms
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- Graphic rating scales
- an evaluation method in which the evaluator rates performance factors on an incremental scale
- Behaviorally anchored rating scales (BARS) -
- scales that combine major elements from the critical incident and graphic rating scale approaches: The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits
- Individual ranking
- an evaluation method that rank-orders employees from best to worst
- Work sample tests
- creating a miniature replica of a job to evaluate the performance abilities of job candidates - hands-on simulations of part or all of the job that must be performed
- On-the-job-training
- includes job rotation, apprenticeships, understudy assignments, and formal mentoring programs - primary drawback: they often disrupt the workplace - so organizations often invest in
- Informal training
- 70% of workplace learning - unstructured, unplanned, and easily adapted to situations and individuals - for teaching skills and keeping employees current - really nothing more than employees helping each other out (share info, solve problems)
- Formal training
- historical definition - it's planned in advance and has a structure format
- Assessment Centers
- a set of performance-simulation tests designed to evaluate a candidate's managerial potential
- Off-the-job-training
- encompasses videotapes, public seminars, self-study programs, internet courses, satellite-beamed television classes, and group activities that use role plays and case studies
- Group order ranking
- an evaluation method that places employees into a particular classification, such as quartiles (top one-fifth or second one-fifth)
- Critical incidents
- evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively