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| posting vacancy notices and maintaining lists of employees looking for upgraded positions. |
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| a process by which indviduals are evaluated as they participate in a series of situations that resemble what they might be called on to handle on the job |
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| the hierarchy of jobs a new employee might experience ranging from a starting job to jobs that successively require more knowledge and/or skill |
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| lines of advancement in an occupational field within an organization |
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| placement of an individual in another job for which the duties, responsibilites, status, and remuneeration are approximately equal to those of the previous job |
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| couples in which both members follow their own careers and actively support each others career development |
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| the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures |
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| the degree to which a test or selection procedure measures a persons attributes. |
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| criterion-related validity |
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| the extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior |
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| the extent to which applicants test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period |
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| verifying the results obtained from a validation study by administering a test or test battery to a different sample |
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| an interview in which a set of standardized questions having an established set of answers is used |
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| an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it |
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| the process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job |
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| desired outcomes of training program |
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| programs that award employees "on the spot" when they do something particualry well during training or on the job. |
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| a technique that operates on the principle that behavior that is rewarded, or positivly reinforced will be exhibited more frequently in the future, whereas behavior that is penalized or unrewarded will decrease in frequency. |
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| a method by which employees are given hands-on experience with instructions from their supervisor or other trainer |
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| effective application of principles learned to what is required on the job |
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| the process of measuring ones own service and practices against the recongnized leaders in order to identify areas for improvement. |
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| the formal process of familiarizing new employees with the organization, their jobs, and their work units |
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| manager and/or supervisor appraisal |
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Definition
| a performance appraisal done by an employees manager and often reviewed by a manager one level higher |
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Definition
| a performance appraisal done by the employee being evaluted, generally on an apprasial from completed by the employee prior to the performance interview |
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Definition
| a performance appraisal of a superior by and employee, which is more appropriate for development than for administrative purposes |
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Term
| error of central tendency |
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Definition
| a performance rating error in which all employees are rated about average |
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Term
| leniency or strictness error |
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Definition
| a performance rating error which the appraiser tends to give employees either unusaully high or unusually low ratings |
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Definition
| a performance rating error in which the appraisal is based largely on the employees most recent behavior rather than on behavior throughout the appraisal period |
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| graphic rating scale method |
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Definition
| a trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics |
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Term
| meixed-standard scale method |
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Definition
| a trait approach to perfomance appraisal similar to other scale methods but based on comparison with a standard |
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Definition
| a trait approach to performance appraisal that requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance |
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Definition
| a trait approach to performance appriasal that requires the rater to compose a statement describing employee behavior |
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Definition
| an unusual event that denotes superior or inferior employee performance in some part of the job |
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Term
| behaviorally anchored rating scale (BARS) |
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Definition
| a behavioral approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance |
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| behavior observation scale (BOS) |
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Definition
| a behavioral approach to performance appraisal that measures the frequency of observed behavior |
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Definition
| performance rating error in which an employees evaluation is biased either upward or downward because of comparison with another employee just previously evaluated |
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Definition
| a performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection. |
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