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A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
In common usage, evaluation is a systematic determination and assessment of a subject's merit, worth and significance, using criteria governed by a set of standards.It can assist an organization, program, design, project or any other intervention or initiative to assess any aim, realizable concept/proposal, or any alternative, to help in decision-making; or to generate the degree of ...
Part-list cueing effect: That being shown some items from a list and later retrieving one item causes it to become harder to retrieve the other items. [167] Peak–end rule: That people seem to perceive not the sum of an experience but the average of how it was at its peak (e.g., pleasant or unpleasant) and how it ended. Persistence
Psychological evaluation is a method to assess an individual's behavior, personality, cognitive abilities, and several other domains. [a] [3] A common reason for a psychological evaluation is to identify psychological factors that may be inhibiting a person's ability to think, behave, or regulate emotion functionally or constructively.
The purpose is to ensure greater fidelity to what is being tested. An example is a behind-the-wheel driving test to obtain a driver's license. Rather than only answering simple multiple-choice items regarding the driving of an automobile, a student is required to actually drive one while being evaluated.
A psychiatric assessment, or psychological screening, is the process of gathering information about a person within a psychiatric service, with the purpose of making a diagnosis. The assessment is usually the first stage of a treatment process, but psychiatric assessments may also be used for various legal purposes.
360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.
The evaluation apprehension theory was proposed by Nickolas B. Cottrell in 1972. He argued that we quickly learn that the social rewards and punishments (for example, in the form of approval and disapproval) that we receive from other people are based on their evaluations of us. On this basis, our arousal may be modulated. In other words ...