Industrial-Organizational Psychology Learning Module E valuating Work Performance Prepared by the Society for Industrial and Organizational Psychology.

Slides:



Advertisements
Similar presentations
Copyright © 1999 Harcourt Brace & Company Canada, Ltd. Chapter 9 Human Resource Development Falkenberg, Stone, and Meltz Human Resource Management in Canada.
Advertisements

Performance Management
OBJ CRITIQUE POSITIVE INTERPERSONAL SKILLS CONTRIBUTING TO EFFECTIVE WORKPLACE INTERACTIONS Positive Interpersonal Skills and the Workplace.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 2002 Industrial-Organizational Psychology Learning Module Training in Organizations.
Modern Supervision: Concepts and Skills
Supervisor Workplace Skills Series: Delegation
Performance Evaluation
Performance Appraisal
Management Skills Chapter 11. Ch 11 – Sec 2 Management Functions The three functions of management The management techniques used by effective managers.
1 Introduction to Workforce Planning and Development in State of Alaska Executive Branch Departments.
Definitions Performance Appraisal
How to Conduct Effective Performance Reviews. Session Objectives You will be able to: –Identify the importance and benefits of Performance Reviews –Assess.
OH 9-1 Evaluating Employee Performance Human Resources Management and Supervision OH 9-1.
Performance Evaluation
1 Historical Background of I/O Psychology. 2 Overview: Industrial/ Organizational (I/O) Psychology What is I/O Psychology? I/O Psychology as a Career.
3 Chapter Needs Assessment.
Understanding Management First Canadian Edition Slides prepared by Janice Edwards College of the Rockies Copyright © 2009 Nelson Education Ltd.
Quick Job Interview Guide Seven Steps to Acing Your Interview.
Learning and Development Developing leaders and managers
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998 Industrial-Organizational Psychology Learning Module Diversity in the.
Industrial-Organizational Psychology Learning Module Leadership and Gender Stereotypes Prepared by the Society for Industrial and Organizational Psychology.
Industrial-Organizational Psychology Learning Module Prepared by the Society for Industrial and Organizational Psychology - SIOP © 2002 Selection.
Performance Appraisal
Welcome Cynthia Johnson, Personnel Management and Classification Manager OFFICE OF STATE EXAMINER MELINDA B. LIVINGSTON, STATE EXAMINER.
Introduction Manage Systems and Performance Appraisals. Determine how Effective are Performance Appraisals. Identify Problems with Various Performance.
TRAINING AND COUNTINUOUS DEVELOPMENT
Industrial-Organizational Psychology Learning Module Motivation and Performance Prepared by the Society for Industrial and Organizational Psychology -
Chapter 4 Performance Appraisal
Chapter 11 Management Skills
Human Resources, Culture, and Diversity
Performance Development at The Cathedral of the Incarnation A Supervisor’s Guide.
Part 1—Career Exploration
6 Chapter Managing Human Resources Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall.
1 Unit 4 Managing Employee Performance and Performance Appraisal.
Human Resources Training and Individual Development Training Transfer February 9, 2004.
HUMAN RESOURCE MANAGEMENT: AN OVERVIEW. Human Resource Management Concept Human Resource Management Concept Human Resource management Functions Human.
Chapter 3-What You Are Employer Expects What Your Employer Expects
Chapter 12 Human Resources Management. HRM Process necessary for staffing the organization and sustaining high employee performance identify and select.
Introduction to Management
Human Resource Management Lecture-23 Staffing HRM FUNCTIONS Employee & Labor Relations Safety & Health Compensation & Benefits Human Resource Development.
Mgt 4310 Teamwork. Teams? What if we: Select Train Compensate Promote Fire All at the team level?
PERFORMANCE APPRAISAL. Performance is a systematic evaluation of the individual with respect to his performance on the job and his potential for development.
Planning in Organizations Why supervisors and managers plan: Knowing what the organization is trying to accomplish helps them set priorities and make decisions.
New Supervisors’ Guide To Effective Supervision
Based on the performance appraisal system, the nursing home reported an improvement in the reduction of medication errors. However, adverse clinical.
WITH THE NAME OF ALLAH THE MOST MIGHTY AND MERCIFUL. 1.
1 Chapter 19: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects.
The Advisor, Mentor and Sponsor Have Them All. Who is Kevin.
Human Resource Staffing and Performance Management MANA 4328 Dennis C. Veit
An Introduction to Industrial and Organizational Psychology Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998.
Human Resource Management. Strategic Human Resource Management Develop an Effective Workforce Training Development Appraisal Maintain an Effective Workforce.
Special Challenges in Career Management
Chapter 10 Personnel Procedures and Practices. Human Resources Perspectives Lack of attention to the needs of employees can have dire consequences for.
Types of Supervisory Skills
Performance Evaluation Policy Macon County. Performance Appraisal is a process... Not a form or document.
Human Resource Management Gaining a Competitive Advantage
McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies, Inc. All rights reserved. Modern Supervision: Concepts and Skills Work hard, have high.
Applied Psychology - The use of psychological principles and research methods to solve practical problems Industrial- Organizational Psychology -study.
MTT Standard 5, Competency 9 Final Assessment Click to begin.
7 Training Employees What Do I Need to Know?
Learning and Development Developing leaders and managers
PSY 302 STUDY Imagine Your Future /psy302study.com
Performance Appraisal
9 Career Planning and Development 9-1 Career Opportunities
Modern Supervision: New-Era Challenge
HUMAN RESOURCE MANAGEMENT
Psychology in Organizations Local Chapter Meeting of the Society for Human Resource Management (SHRM)
Learning and Development Developing leaders and managers
Welcome to Your New Position As An Instructor
Careers in Psychology Module 3.
Presentation transcript:

Industrial-Organizational Psychology Learning Module E valuating Work Performance Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Lesson Objectives n Know why evaluating work performance is important n Know how I/O psychologists help people evaluate work performance n Understand one approach to developing evaluation tools At the end of this lecture, you should: Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Why does evaluating work performance matter? n Helps people do their jobs better n Identifies training and education needs n Assigns people to work they can do well n Maintains fairness in salaries, benefits, promotion, hiring, and firing Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Evaluation Helps People Do Their Jobs Better n Most workers want to know how they are doing on the job n Workers need performance feedback to work effectively u timely, accurate, constructive feedback is key to effective performance u motivational strategies such as goal setting depend upon regular performance updates Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Evaluation Helps Identify Training Needs n Critical for identifying training needs u shows individual strengths u shows “development opportunities” n Jobs change, markets change, and the competition changes u most workers will have more than one career and frequent need to develop new skills n Organizations thrive when workers value “lifelong learning” Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Evaluation Helps Assign People to Appropriate Work n People are hired to do one job... u but they may eventually become more suited for a different job u many people also develop areas of expertise on their jobs: activities at which they excel n Performance evaluation systems help manage these changes u to identify individuals for promotion u to facilitate lateral transfers Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Evaluation Facilitates Fairness in Important Decisions n Rewarding good performance u merit-based salary and benefits u promotions n Addressing poor performance u firing decisions n Requires accurate measurement of how well people do their jobs n Issues that are NOT job related must be ignored by the evaluation system Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Examples of Important Decisions n Many court battles are fought because of discrimination in the workplace u Example: Rountree v. Department of Agriculture u Example: Hopkins v. Price-Waterhouse n Performance evaluation is often at the center of these disputes n I/O psychologists ensure the evaluation process is fair and help companies avoid these kinds of legal problems Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

How do I/O psychologists help evaluate work performance? n Identify the knowledge, skills, abilities, and other qualities necessary for performance n Create standards for performance: What is acceptable, or good, or excellent? n Train supervisors to: u observe/evaluate performance accurately u focus on only job-relevant issues n Study why and how rating errors happen Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Exercise: Evaluate Your Boss n Think of your boss and the things he or she does at work n On a blank piece of paper, choose one or two dimensions of work performance from the following list: u Training others u Planning work for others u Assigning tasks to others u Scheduling people u Observing others’ work Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Exercise: Evaluate Your Boss n Next, for each area/dimension you have chosen, write three sentences u Sentence A: Give an example of very poor performance in this area u Sentence B: Give an example of acceptable performance in this area u Sentence C: Give an example of excellent performance in this area n Make a rating scale from 1 to 5, where 1 corresponds to sentence A, 3 to sentence B, and 5 to sentence C Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Example: Scheduling People 1 - “Often forgets to tell people when he has made changes to the shift schedule.” “Gives people a choice of shifts, whenever possible.” “Plans shifts so that no one person always ends up working the bad shift.” Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Exercise: Make your rating n Using your example statements as a guide, make a rating of your boss on the scale you designed. n In an actual work setting, I/O psychologists would spend much time and effort with workers and supervisors to make sure that: u All of the performance areas made sense for the job being rated u All of the example statements fit the areas u All of the scale values were fair Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998

Conclusions n Performance evaluation is an important issue both for companies and for workers n With careful design and appropriate use, performance evaluations can support productivity and fair allocation of rewards n Industrial-organizational psychologists specialize in making sure that performance evaluations are designed correctly Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998