CH 5: Performance Measurement

Question 1

What are the 7 common performance measurement?

Answer 1

• Criterion Data
• Employee development
• Motivation/ satisfaction
• Rewards
• Transfer
• Promotion
• Layoff

Question 2

How is Criterion Data used in performance measurement?

Answer 2

-Correlation of individual’s performance data w/ test data to determine if the tests predicts successful performance

Question 3

How is Employee Development used in performance measurement?

Answer 3

-Employers designing series of training modules for employee to improve weaknesses & build upon strengths

Question 4

How is Motivation/ Satisfaction used in performance measurement?

Answer 4

-via setting appropriate performance standards, evaluating employees’ success & giving employees feedback to the extent that they’re meeting those standards

Question 5

How is Rewards used in performance measurement?

Answer 5

-Employee comparisons to determine how to distribute rewards (salary increases & bonuses)

Question 6

How is Transfer used in performance measurement?

Answer 6

-Employers can use profile of performance abilities=see which employee is better suited for a transfer from job family or job title

Question 7

How is Promotion used in performance measurement?

Answer 7

-Employers can use performance capabilities to determine promotions

Question 8

How is Layoff used in performance measurement?

Answer 8

-Employees w/ the lowest performance would be most likely to be laid off first

Question 9

What are Objective Performance Measures?

Answer 9

-A quantitative count of the results of work= sales, volume, complaint letters, output

Question 10

What did Heneman discover the correlation to be between supervisory ratings and Objective Performance Measures?

Answer 10

a low correlation of +.20

Question 11

What did Bommer, Johnson, Rich, Podsakoff, & McKenzie find the correlation to be between supervisory ratings and Objective Performance Measures?

Answer 11

a higher correlation of +.36 bc they corrected sample size, range restriction, rater unreliability,

Question 12

What are Judgemental Performance Measures?

Answer 12

-Evaluation made of the effectiveness of an individuals work behavior= supervisory ratings

Question 13

Which type of performance measure is most likely to capture the complexities of work performance?

Answer 13

-Judgemental Performance Measures

Question 14

What is Hands-on Performance Measurement?

Answer 14

-Type of measurement that requires an employee to engage in work-related tasks=simulations of central/critical pieces of work that involve single workers

Question 15

What is Walk-through testing?

Answer 15

• Type of measurement that requires an employee to describe to the employer in detail about how to do a task
• Employee may also walk through facility & answer questions

Question 16

What is performance management?

Answer 16

-System that emphasizes link between individual behavior & organizational strategies/goals by defining performance in the context of those goals

Question 17

What are the 5 main differences between Performance Management & Performance Appraisal?

Answer 17

• P.M occurs more frequently & initiated by supervisor or subordinate
• P.M are developed by managers & employees who report to them
• P.M feedback occurs whenever its necessary
• In P.M the appraiser helps the employee understand how their behavior fits criteria & attempting to come to a shared meaning
• P.M role of appraisee=role of the appraiser

Question 18

What are the 3 components of Performance Management?

Answer 18

• Definition of performance
• Actual measurement process
• Communication between supervisor & subordinate

Question 19

Which component is Performance Appraisal most related to and how does this impact Performance Appraisal?

Answer 19

-It is more related to the measurement process but since it doesn’t have any other component, it makes performance appraisal one-sided