Job involvement graphic rating scale
Such questions also carry some scores equal or differentdepending upon the nature or importance, which is totaled at the end of the procedure by the HR manager.
These findings suggest that the MBO improves job performance by monitoring and directing behavior; that is, it serves as an effective feedback device, and it lets people know what is expected of them so that they can spend their time and energy in ways that maximize the attainment of important organizational objectives.
This may be a problem for some employees, especially new ones, who may require more guidance. Scores of all criterions are finally calculated, and results are withdrawn. Alternately, a severe rating may be due to the very high standards of a rater, or to "send a message" to motivate employees to improve.
Unfortunately, accurate ratings seem to be rare. For example, a manager of a baseball team who is faced with the goal of winning a pennant this year may trade all of the team's promising young players for proven veterans who can win now.
Graphic rating scale method ppt
The final evaluation, occurring annually in most cases, serves as a measure of the employee's performance effectiveness. The appraisal interview may also have an appeals process, in which an employee can rebut or challenge the appraisal if he or she feels that it is inaccurate or unfair. When raters make leniency and severity errors, a firm is unable to provide its employees with useful feedback regarding their performance. In most instances, individual goals are mutually set by employees and their supervisors, at which time they also set specific performance standards and determine how goal attainment will be measured. By forcing raters to specify their best and worst performers, employment decisions such as pay raises and promotions become much easier to make. Employee comparison systems are plagued with several weaknesses. Each of such statements, both positive as well as negative, carries certain score set by the HR manager, which is not even revealed to the rater. The MBO process includes goal setting, planning, and evaluation. The superiority of BARS over graphic rating scales has not been substantiated by research. The graphic rating scale introduces room for judgment error. Central tendency errors also occur when the end points of the rating scale are unrealistically defined e. A behaviorally-anchored rating scale BARS , like a graphic rating scale, requires appraisers to rate employees on different performance dimensions. Leniency is eliminated, for instance, because the rater cannot give every employee an outstanding rating. In this training system, employees are given clear and specific examples of behaviors and performance that fit into each category so that when employees complete performance appraisals his or her ratings are accurate reflections of an employee. For example, a manager of a baseball team who is faced with the goal of winning a pennant this year may trade all of the team's promising young players for proven veterans who can win now.
When using BOS, an appraiser rates job performance by indicating the frequency with which the employee engages in each behavior.
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