WGU C232 Intro to Human Resource Management: topic 7 with 100% complete solutions

Forced Distribution Appraisal A performance-evaluation method in which a superior must assign only a certain proportion of subordinates to each of several categories with respect to each other. A common one may be divided into five categories, with a fixed percentage of all subordinates in a group falling within each of these categories. Narrative Essay Appraisal Performance Evaluation method in which the rater describes the employee's strengths and weaknesses and suggests methods for improving performance. 00:28 01:41 Paired Comparison Appraisal A performance-evaluation method in which each employee is compared to every other incumbent, two at a time on a single standard, to determine which is "better." Peer Appraisal Performance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture. Straight Ranking Appraisal A performance-evaluation method in which a superior lists the subordinates in order, from best to worst, usually on the basis of overall performance. List the Administrative use of Performance Appraisals (PA)/Evaluations. 1. Salary in-/de-creases 2. Demotions 3. Layoff 4. Promotions/transfers 5. Terminations List the Development use of Performance Appraisals (PA)/Evaluations. 1. Identify training needs 2. Motivate employee improvement 3. Provide feedback 4. Counsel employees 5. Spot performance deficiencies 6. Identify/Acknowledge strengths Distinguish Performance Management (PM) and Performance Appraisal (PA) PM is PROCESS aiding employees to understand job objectives, motivate and train to accomplish goals. It begins with knowing company strategy. PA is FORMAL SYSTEM to measure, evaluate, and influence of employee's job-related attributes, behaviors and outcomes. Besides feedback what else does a PA do. 1. Ensure company goals are aligned to job anlaysis. 2. Set work standards to clarify performance expectations. 3. Create metrics documenting standards. 4. Assess employee's actual performance relative to stated standards. 5. Provide motivating feedback to do better or doing well. What terms are used to clarify the person doing the appraising? superior or rater vs. supervisor or manager.