Work in the 21 st Century: An Introduction to Industrial- Organizational Psychology. Chapter 6. Performance Measurement
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1 Work in the 21 st Century: An Introduction to Industrial- Organizational Psychology By Frank J. Landy & Jeffrey M. Conte 1 Copyright The Companies, Inc. All rights reserved. Chapter 6 Performance Measurement 2 Copyright The Companies, Inc. All rights reserved. Module 1: Basic Concepts in Performance Measurement Uses for performance information Types of performance data Objective Personnel Judgmental Relationships among performance measurements 3 Copyright The Companies, Inc. All rights reserved. 1
2 Process Model of Performance Rating 4 Copyright The Companies, Inc. All rights reserved. Content Model of Performance Rating 5 Copyright The Companies, Inc. All rights reserved. Module 1 (continued) Hands-on performance measures Walk-through testing Electronic performance monitoring Positive and negative arguments Performance management Definition of performance Measurement process Feedback between supervisor and subordinate 6 Copyright The Companies, Inc. All rights reserved. 2
3 Module 1 (continued) Perceptions of fairness in performance measurement Distributive justice Procedural justice Interpersonal justice 7 Copyright The Companies, Inc. All rights reserved. Module 2: Performance Rating Substance Close-up on a rating system Theories of performance rating Landy and Farr (1980) Borman et al. (1991) 8 Copyright The Companies, Inc. All rights reserved. Focus on Performance Ratings Overall performance ratings Task performance Contextual performance Counterproductive performance Trait ratings Task-based ratings Critical incidents methods Contextual performance ratings 9 Copyright The Companies, Inc. All rights reserved. 3
4 Module 2 (continued) Structural characteristics of a performance rating scale Extent to which characteristic being measured is behaviorally identified Extent to which meaning of response categories is defined Degree to which a person interpreting the ratings can understand what response was intended by the rater 10 Copyright The Companies, Inc. All rights reserved. Module 2 (continued) Rating formats Graphic rating scales Checklists Weighted checklist Forced choice format Behavioral rating Behaviorally anchored rating scales (BARS) Mixed standard scales (MSS) Behavioral observation scales (BOS) 11 Copyright The Companies, Inc. All rights reserved. Module 2 (continued) Employee comparison formats Simple ranking Paired comparison Difficulty of comparing individuals in different groups 12 Copyright The Companies, Inc. All rights reserved. 4
5 Module 3: Performance Rating Process Rating sources Supervisors Peers Self-ratings Subordinate ratings Customer and supplier ratings 360 degree systems 13 Copyright The Companies, Inc. All rights reserved. 360 Degree Feedback: Potential Sources 14 Copyright The Companies, Inc. All rights reserved. Module 3 (continued) Rating distortions Central tendency error Leniency-severity error Halo error Rater training Administrative Psychometric training Frame-of-reference training 15 Copyright The Companies, Inc. All rights reserved. 5
6 Module 3 (continued) Reliability of ratings Validity of ratings 16 Copyright The Companies, Inc. All rights reserved. Module 4: The Social and Legal Context of Performance Evaluation Motivation to rate Rater goals Ratee goals Organizational goals Goal conflict Performance feedback Destructive criticism 360 degree feedback 17 Copyright The Companies, Inc. All rights reserved. Module 4 (Continued) Performance evaluation and culture Modesty bias Performance evaluation and the law Forced Distribution system Primary concerns of judges Performance evaluation and protected groups 18 Copyright The Companies, Inc. All rights reserved. 6
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