Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Performance Management > Chapter 5 > Flashcards

Chapter 5 Flashcards

1
Q

What is the overview of Measuring Results?

A
  • Accountabilities
  • Objectives
  • Performance Standards
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Define Accountabilities.

A

Broad areas of a job for which an employee is responsible for producing results

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Name the term:

Statements of important and measurable outcomes

A

Objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Name the term:

Yardstick used to evaluate how well employees have achieved objectives

A

Performance Standards

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

How do you determine Accountabilities?

A
  • Collect information about the job (Job Description)
  • Determine importance of task or cluster of tasks
  • Percentage of employee’s time spent performing tasks
  • Impact on the unit’s mission if performed inadequately
  • Consequences of error
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Explain “Determining Objectives” (purpose, etc)

A

Purpose: to identify outcomes

  • Limited number
  • Highly important
  • When achieved
  • Dramatic impact on overall organization success
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are the Ten Characteristics of Good Objectives?

A
  • Specific and Clear
  • Challenging
  • Agreed Upon
  • Significant
  • Prioritized
  • Bound by Time
  • Achievable
  • Fully Communicated
  • Flexible
  • Limited in Number
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Explain Determining Performance Standards?

A

Standards refer to aspects of performance objectives, such as:
- Quality
- How well the objective is achieved
- Quantity
- How much, how many, how often, and at what cost?
Time
- Due dates, schedule, cycle times, and how quickly?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What should Standards include?

A
  • A verb
  • The desired result
  • A due date
  • Some type of indicator
  • Quality or Quantity
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What are 6 characteristics of Good Performance Standards?

A
  • Related to the Position
  • Concrete, Specific, and Measurable
  • Practical to Measure
  • Meaningful
  • Realistic and Achievable
  • Reviewed Regularly
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is an overview of Measuring Behaviors?

A
  • Identify competencies
  • Identify indicators
  • Choose measurement system
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Describe Identify Competencies.

A
  • Measurable clusters of KSAs
  • Knowledge
  • Skills
  • Abilities
  • That are critical in determining how results will be achieved
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What are Types of Competencies?

A
  • Differentiating
  • Distinguish between superior and average performance
  • Threshold
  • Needed to perform to minimum standard
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Describe Identify Indicators.

A
  • Observable behaviors

- Used to measure the extent to which competencies are present or not

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What are the Necessary Components for

Describing Competencies?

A
  • Definition
  • Description of specific behaviors
  • When competency is demonstrated
  • When competency is not demonstrated
  • Suggestions for developing the competency
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are the two Measurement System?

A

Comparative system
- Compares employees with one another
Absolute system
- Compares employees with prespecified performance standards

17
Q

What are the advantages of Comparative Systems?

A
  • Easy to explain
  • Straightforward
  • Identifies top as well as under performers
  • Better control for biases and errors found in absolute systems
  • Leniency
  • Severity
  • Central tendency
18
Q

What are the disadvantages of Comparative Systems?

A

Rankings may not be specific enough for:

  • Useful feedback
  • Protection from legal challenge
  • No information on relative distance between employees
  • Specific issues with forced distribution method
19
Q

What are the types of Comparative Systems?

A
  • Simple rank order
  • Alternation rank order
  • Paired comparisons
  • Relative percentile
  • Forced distribution
20
Q

What are the advantages and disadvantages of Simple Rank Order?

A

Advantages:
- Simple and easy to do
- Results are clear
Disadvantages:
- Judges performance based on one dimension only
- May be difficult to rank similar performance levels

21
Q

What are the advantages and disadvantages of Alternation Rank Order?

A

Advantages:
- Simple and easy to do
- Results are clear
- Uses two anchors (best and worst)
Disadvantages:
- Judges performance based on one dimension only
- May be difficult to rank similar performance levels
- Does not specify threshold for acceptable performance

22
Q

What are the advantages and disadvantages of Paired Comparisons?

A 
Advantages:
- Thorough
- Final rankings are more accurate
Disadvantages:
- Very time consuming
- May encounter problem of comparing “apples and oranges”
23
Q

What are the advantages and disadvantages of Relative Percentile?

A

Advantages:
- Simple and easy to use
- Evaluates specific competencies or overall performance
Disadvantages:
- May be difficult to consider all ratees at the same time
- Time consuming if using several scales for different competencies

24
Q

What are the advantages and disadvantages of Forced Distribution?

A

Advantages:
- Categorizes employees into specific performance groups
- Facilitates reward assessment
- Competition may be good for organizational performance
Disadvantages:
- Assumes performance scores are normally distributed
- May discourage contextual performance and teamwork

25
Q

What are examples of Absolute Systems?

A
  • Essays
  • Behavior checklists
  • Critical incidents
  • Graphic rating scales
26
Q

What are the Advantages and Disadvantages of Absolute Systems?

A

Advantages:
- Can be used in large and small organizations
- Evaluations more widely accepted by employees
Disadvantages:
- Higher risk of leniency, severity, and central tendency biases
- Generally, more time consuming than comparative systems

27
Q

What are the advantages and disadvantages of Behavior Checklists?

A 
Advantages:
- Easy to use and understand
- Provides quantitative information
- Widespread use
- More objective than other systems
Disadvantages:
- May feel impersonal and disconnected
- Scale points used are often arbitrary
- Difficult to get detailed and useful feedback
28
Q

What are the advantages and disadvantages of Essays?

A 
Advantages:
- Simplest absolute method
- Individualized for each employee
- Can be done anytime
- Potential for detailed feedback
Disadvantages:
- Unstructured and may lack detail
- Depends on supervisor’s writing skill
- Comparisons virtually impossible
- Lack of quantitative information; difficult to use in personnel decisions
29
Q

What are the advantages and disadvantages of Critical Incidents?

A 
Advantages:
- Focus on actual job behavior
- Provides specific examples
- Employees identify with rating
Disadvantages:
- Collecting critical incidents can be very time consuming
- Quantification is difficult
30
Q

What are the advantages and disadvantages of Graphic Rating Scales?

A

Advantages:
- Meanings, interpretations, and dimensions being rated are clear
- Useful and accurate
- Most popular tool
Disadvantages:
- Time consuming and resource-laden to develop
- Lacks individualized feedback and recommendations

31
Q

Describe Graphic Rating Scales: BARS Improvement.

A
  • Behaviorally Anchored Rating Scales (BARS)
  • Uses critical incidents as anchors
  • Involves multiple groups of employees in development
  • Identify important job elements
  • Describe critical incidents at various levels of performance
  • Check for inter-rater reliability
32
Q

How do you Measure Performance?

A
  • Several types of methods
    Differ in terms of:
  • Practicality (time and effort)
  • Usefulness (quantifiable)

Performance Management (5 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions