Ch 8: Performance Appraisal

Question 1

The purpose of performance management

Answer 1

o Implement and reformulate strategy
o Communicate key objectives and priorities
o Provide strategic alignment
o Support process improvement
o Encourage incremental innovation

Question 2

Basic project framework

Answer 2

o Develop strategy
o Measure performance
o Assign people & culture
o Assess results
o Report and review performance

Question 3

When are project management systems successful?

Answer 3

o Match frameworks to context
o Ensure all stakeholders identified
o Clearly identified factors within the model
>Cause – effect links are shown
o Framework includes all major features of organization but remains flexible

Question 4

Why do project management systems fail?

Answer 4

o Lack of capabilities
o Lack of infrastructure
o Lower flow of information
o PM sets inappropriate targets
o Project management is rigid in dynamic movement

Question 5

Success of a project management

Answer 5

 Behavioural measures must be linked to strategic outcomes
 PM should align people to strategy
 PM should empower people
 Individual level targets should be tied to strategy

Question 6

Purpose of performance appraisal

Answer 6

o Administrative
o Developmental

Question 7

Why Systems Fail

Answer 7

Performance criteria (lack of info, standards irrelevant)
Procedures (supervisor bias)
Feedback (Poor communication)

Question 8

Developing an effective appraisal

Answer 8

o Develop performance criteria
o Evaluate performance criteria
o Establish who conduct the appraisal
o Select method(s) of evaluation
o Select appropriate appraisal interview

Question 9

What is performance criteria

Answer 9

Evaluative standard that can be used to measure an employee’s level of performance

Question 10

Subjective criteria

Answer 10

 Not verifiable by others
 Based on rater’s opinions (ex. Overall rating or ranking of performance)
 Accuracy and usefulness low

Question 11

Objective criteria

Answer 11

 Verifiable by others
 Usually quantitative & therefore more precise (ex. Sales, accidents, absenteeism)
 Rater’s opinion of ratee can’t change rating

Question 12

Evaluating performance criteria

Answer 12

o Strategic relevance
o Reliable
o Sensitive
o Practical
o Fair

Question 13

Name some methods of performance appraisal

Answer 13

Graphic rating scales
Alternative ranking
Forced distribution
Paired comparison
Behavioural Anchored Rating Scores (BARS)
Behaviourally Observation Scale (BOS)
Critical Incident
Management by Objectives (MBO)
Balanced leaderboard

Question 14

Types of performance appraisal

Answer 14

Trait
Comparative
Behavioural
Results