Reference no: EM131535054

Discussion Questions

Job appraisals can be beneficial to employees and organizations. They assist with administrative decisions. Many administrative decision are based in part on job performance such as promotions, demotions, pay raises, and termination. The basis for using performance data for these decisions can be found in both contracts and laws. Job appraisals can also assist with employee development and feedback. Employees need information regarding their job performance in order to improve or maintain their job skills. This cannot occur if standards are not clear, or if the employees are not given feedback.

1. Class, how would you design a performance appraisal system for a multinational company that has branch offices in different countries? What factors should be considered?

2. Choose a job analysis method of interest to you. Explain the pros and cons associated with this method and explore at least one job which would benefit from this approach. How might this information be useful as you consider a future job?

3. WHAT IS JOB ANALYSIS?

4. METHODS OF JOB ANALYSIS

5. Based on your current or past work occupation, which type of performance appraisal technique would be most beneficial to the employee and/or employer? Why? What are the pros and cons of using this particular method?

6. Class, as an I/O psychologist how might you ensure that employees are receiving accurate and fair appraisals from supervisors?

7. WHY DO WE APPRAISE EMPLOYEES?

8. Explain METHODS FOR ASSESSING JOB PERFORMANCE.