Sekect two aspects of a performance appraisal from the list below. Explain what each aspect is. State the effects on employees and employers if the aspects were not addressed.
Strategic Relevance
Criterion deficiency
Criterion contamination
Reliability
Compliance with the law
Appraiser training
I have read the text and have looked online and am as clueless as when I started. Any help would be appreciated.
Those terms must be in your text. Keep looking there.
This assignment is designed to test your understanding of your text.
The only things I can suggest, besides going back into the text, are these:
-- using www.answers.com to look up each of those terms. You'll have many different sources to consider and read through, and some will not be relevant, but it's still worth checking on. I entered your first term on that site and got these results: http://www.answers.com/Strategic+Relevance Try it with the other terms, too.
-- using any electronic sources of information your school and/or teacher provides, including any of the huge information databases just about every college (and many public) library subscribes to these days. Here is an example -- one college's library website (but public libraries usually have many of these, too): (Broken Link Removed)
Click on Electronic Resources/Databases to see the different databases this particular college provides for its students. EBSCOhost, ProQuest, and Facts.com are among the largest and best. What does your library provide? That's a good place to research.
I can definitely help you with understanding two aspects of performance appraisal and their effects on employees and employers. Let's start with two aspects: "Reliability" and "Compliance with the law."
1. Reliability: Reliability refers to the consistency and dependability of a performance appraisal system in measuring an employee's performance over time. It ensures that similar results are achieved when the same appraisal is conducted repeatedly under similar conditions. To assess reliability, appraisal systems use methods like inter-rater agreement, test-retest reliability, and internal consistency.
Effects on employees: If reliability is not addressed in a performance appraisal, it can lead to inconsistency and bias in the evaluation process. Employees may feel frustrated and demotivated if their performance ratings fluctuate without any apparent reason or if they receive different ratings for similar levels of performance. This inconsistency can also hinder their professional growth and opportunities for recognition or advancement.
Effects on employers: Lack of reliability in performance appraisal can impact employers in several ways. It may result in inaccurate and unreliable data, making it challenging to identify high-performing employees for rewards or promotions. Inconsistency in performance evaluations can also lead to perceptions of unfairness within the organization, potentially leading to decreased employee morale and increased turnover. Additionally, reliability issues can weaken the overall credibility of the performance appraisal system.
2. Compliance with the law: Compliance with the law is an essential aspect of performance appraisal, ensuring that the evaluation process adheres to legal requirements and standards. Laws and regulations that may impact performance appraisals include anti-discrimination laws, equal employment opportunity (EEO) guidelines, and labor laws.
Effects on employees: If aspects related to legal compliance are not adequately addressed, employees may face discrimination and unfair treatment based on protected characteristics such as race, gender, age, or disability. This can create a hostile work environment, negatively impacting their job satisfaction, motivation, and overall well-being. Employees may also feel discouraged from reporting or addressing any unfair practices due to fear of retaliation.
Effects on employers: Failure to comply with legal requirements in performance appraisals can result in legal consequences, such as lawsuits, fines, or damage to the organization's reputation. Non-compliance can impair diversity and inclusion efforts within the workplace, negatively affecting employee morale, teamwork, and productivity. Employers may also face difficulty attracting and retaining talented employees due to concerns about potential discrimination.
It's important to thoroughly understand and address these aspects to ensure fairness, accuracy, and legal compliance in performance appraisal systems, benefiting both employees and employers.