Measurement and Assessment Issues in Performance Appraisal

Performance appraisal is a topic that is of both theoretical interest and practical importance. As such, it is one of the most researched topics in industrial and organisational psychology. Several measurement issues are central to performance appraisal including: (a) how performance has been measur...

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Bibliographic Details
Published in:Canadian psychology = Psychologie canadienne 2009-08, Vol.50 (3), p.161-171
Main Authors: Kline, Theresa J. B, Sulsky, Lorne M
Format: Article
Language:English
Subjects:
Employees
Feedback
Group Performance
Human
Job Performance
Litigation
Occupational psychology
Organizational behavior
Performance appraisal
Personnel Evaluation
Rating
Test Validity
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Summary:Performance appraisal is a topic that is of both theoretical interest and practical importance. As such, it is one of the most researched topics in industrial and organisational psychology. Several measurement issues are central to performance appraisal including: (a) how performance has been measured, (b) how to improve performance appraisal ratings, (c) what is meant by performance, and (d) how the quality of ratings has been defined. Each of these are discussed along with the shortcomings of the extant literature in helping to come to grips with these important issues. Next, some of the new challenges facing performance appraisal, given its historical focus on single individuals being evaluated, are highlighted. In particular, the appraisal problems inherent in the assessment of team performance and the complexities inherent in multisource feedback systems are covered. We conclude with a short discussion of the litigious issues that can arise as a result of poor performance management practises. L'évaluation de la performance est un sujet intéressant sur le plan théorique et important dans la pratique. De fait, il s'agit d'un des sujets les plus étudiés en psychologie industrielle et organisationnelle. Plusieurs questions liées à la mesure sont centrales en évaluation de la performance, dont : (a) comment la performance a été mesurée, (b) comment améliorer la cotation dans l'évaluation de la performance, (c) que signifie performance et (d) comment la qualité de la cotation a été déterminée. Chacune de celles-ci est abordée à la lumière des limites de la littérature existante, de manière à en approfondir la compréhension. Ensuite, quelques-uns des défis que pose l'évaluation de la performance, compte tenu de la tendance historique à mettre l'accent sur l'évaluation individuelle, sont soulignés. Particulièrement, les problèmes d'évaluation inhérents à l'évaluation de la performance d'équipe et les complexités inhérentes aux systèmes de rétroaction multisources sont couverts. Nous concluons avec une brève discussion à propos des questions litigieuses pouvant découler de pratiques managériales inadéquates.
ISSN:0708-5591
1878-7304
DOI:10.1037/a0015668