Attempting to provide raters with a set of consistent norms of good and poor performance for evaluating employees is an example of
A) observation training.
B) rater error training.
C) frame of reference training.
D) halo error.
frame of reference training.
The correct answer is C) frame of reference training.
To understand why, let's break down each option and see which one fits the given scenario:
A) Observation training: This type of training focuses on helping raters effectively observe and assess an employee's performance. It does not specifically address providing consistent norms for evaluation.
B) Rater error training: This training aims to minimize biases and errors that raters may have when evaluating employees. However, it does not directly relate to establishing consistent norms of good and poor performance.
C) Frame of reference training: This form of training is designed to provide raters with a shared understanding of what constitutes good and poor performance. It includes establishing clear criteria, defining rating scales, and ensuring that all raters have a consistent frame of reference when evaluating employees.
D) Halo error: Halo effect occurs when a rater's overall positive or negative impression of an employee influences their evaluation across multiple performance areas. While this relates to biases in performance evaluation, it does not address the issue of establishing consistent norms.
Given that the question asks for an example of providing consistent norms for evaluating employees, the most appropriate answer is C) frame of reference training.