Key Terms in Performance Evaluation

Key Terms in Performance Evaluation

• Criteria

  • Standards used to evaluate and measure employee success or failure.

• Performance

  • Represents the actual behaviors exhibited by employees that align with the organization’s goals.

• Ultimate Criterion

  • A theoretical concept representing the complete range of performance aspects indicating job success.

• Actual Criterion

  • The best practical representation of the ultimate criterion, developed to align closely with its theoretical counterpart.

• Criterion Deficiency

  • Occurs when not all dimensions of the ultimate measure are captured by the actual measure, leading to gaps in evaluation.

• Criterion Contamination

  • Happens when the aspects measured by the actual criterion do not contribute to the ultimate criterion, resulting in irrelevant evaluations.

• Composite Criterion

  • A unified index of performance created by combining various performance criteria, with assigned weights.

• Dynamic Criteria

  • Performance measures that evolve and change over time, reflecting shifts in employee performance.

• Objective Criteria

  • Measurement based on quantifiable data, avoiding subjective judgments; often referred to as hard criteria.

• Subjective Criteria

  • Measurements reliant on personal evaluations and judgments, contrasting with objective metrics; sometimes called soft criteria.

• Task Performance

  • Encompasses job-related activities directly contributing to the organization’s technical functions.

• Contextual Performance

  • Involves employee activities that support the wider organizational environment, including social and psychological aspects.

• Expatriate

  • An employee who is working temporarily in a foreign country, often dealing with relocation and cultural adjustments.

• Counterproductive Behaviors

  • Deliberate actions by employees that negatively impact the organization or its members, representing harmful workplace conduct.