Topic: I/O Psychology -Summary of the created performance appraisal/management explaining what content will be evaluated and the methods of evaluating it (e.g. OCBs, specific tasks, 360-feedback, subjective, monthly, bi-annually, etc.) -Clearly explain who and how performance will be measured for your position. -Clearly explain how often performance will be measured. This may include informal evaluation and must include some time for formal appraisal detailed. -Clearly explain overall methodology and tools for collection. -Clearly explain specific elements of performance to be measured and how they will be measured in your system. -Be sure to keep all materials clear, concise, and professional. -Include performance appraisal and/vs. performance management -Performance content (traits, task-based, critical incidents, extra-role behaviors [OrganizationalCitizenshipBehaviors/CounterproductiveWorkBehaviors], adaptive performance), methods (how it’s being measured: graphic rating scales, checklists, forced choice, BARS [behaviorally anchored rating scale], BOS [behavioral observation scale], employee comparison [can have simple ranking, paired comparison]), and source (who is measuring it: supervisor, peer, self, subordinate, customer). -Account for potential errors (central tendency error, leniency error, severity error, halo bias, other unconscious bias; Goal conflict, motivation to rate). For resolving error: mix and diversify content, methods, and sources (avoid overall job performance ratings); train raters (administrative training, psychometric training, frame of reference training); reliability and validity
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