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Performance appraisal of managers done by their boss, peers, and subordinates

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Teaching operational or technical employees how to do the job for which they were hired

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Teaching managers and professionals the skills needed for both present and future jobs

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A formal assessment of how well an employee is doing his or her job

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Behaviorally anchored rating scale (BARS)

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Behaviorally anchored rating scale (BARS)

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A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors

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Reasons for performance appraisal                               

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Reasons for performance appraisal                               

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Training effectiveness impacts salary increases, promotions, and employee performance improvement.

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The last step in most performance appraisal systems

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The last step in most performance appraisal systems

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Giving feedback to subordinates about their performance.

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Where managers and their direct reports have regularly scheduled conversations to provide feedback on performance and discuss areas for improvement.

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Measure actual output scrap rate, dollar volume of sales, and number of claims processed.

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Opportunity Bias