HRM & OB 1: Part 1/2

A critical concern for a successful pay-for-performance system is the perceived fairness of the pay decision.

Job evaluation is a non-systematic, qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.

The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.

The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculation the total points assigned to it.

Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors, not just evaluate past performance.

Performance appraisal programs can be used for many purposes, including layoff decisions, retention and termination of employess.

Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is: