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• W2001759241 abstract "Two broad frameworks for the construction of performance appraisal systems exist, both aimed at increasing the reliability, validity, accuracy, and utility of appraisals. The analytic framework seeks to eliminate biases sometimes occuring in human judgment by eliminating or at least limiting judgment's role in appraisal. The non-analytic (intuitive and quasi-rational) framework seeks to retain and capitalize on the flexibility and adaptive power of human judgment by creating conditions favoring reliable, valid, and accurate ratings. I argue that the analytic model is inapplicable to many if not most jobs, fails to recognize its dependence on human value systems, and (where judgment enters) is based on assumptions about human information processing unlikely to be met in most circumstances. The alternative framework, based on current theories of information processing and judgment, proposes that a system based on explicit consideration of organizational value systems, the role of elaborated values and expert knowledge in judgment processes, and the effects of the conditions under which judgment occurs permits both accuracy and flexibility in appraisals. Methods for the construction and validation of such a system are presented." @default.
• W2001759241 created "2016-06-24" @default.
• W2001759241 creator A5086713542 @default.
• W2001759241 date "1992-03-01" @default.
• W2001759241 modified "2023-09-23" @default.
• W2001759241 title "The case for non-analytic performance appraisal" @default.
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• W2001759241 doi "https://doi.org/10.1016/1053-4822(92)90016-j" @default.
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