chapter 8

Question 1

employee engagement

Answer 1

level of commitment workers make to their employer seen in their willingness to stay in the firm and to go beyond the call of duty

Question 2

performance management

Answer 2

goal oriented process directed towards ensuring that organisational processes are in place to maximise the productivity of employees, teams and ultimately the organisation
dynamic and continuous process
single largest contributer to organisational effectiveness

Question 3

performance appraisal

Answer 3

formal system of review and evaluation of individual or team task performance
initiates plans for development, goals and objectives
used to: provide feedback, encourage performance improvement, make valid decisions, justify terminations, identify T&D needs, defend personnel decisions

Question 4

uses of performance appraisal

Answer 4

-improve individual and organisational performace, HR planning, recruitment and selcetion, training and developent, career planning and development, compensation programmes, internal employee relations, assessment of employee potential

Question 5

performance appraisal process

Answer 5

identify specific PA goals, establish performance criteria and communicate to employees, examine work performed, appraise performance, discuss appraisal with employee

Question 6

establish performance criteria

Answer 6

traits, behaviors, and competencies, goal achievement, improvement potential

Question 7

responsibility of performance appraisal

Answer 7

HR coordinate design and implementation of performance appraisal prgrames BUT line managers play a key role from the beinning to the end

Question 8

evaluating performance

Answer 8

mostly done by immediate supervisor

Question 9

performance appraisal methods

Answer 9

360 degree feedback evaluation method, rating scales, critical incident, essay, work standards, ranking, forced distribution, behavioral anchored, results based system

Question 10

360 degree feedback evaluation method,

Answer 10

popular, evaluation input from multiple levels within the firm as well as external sources
biggest risk is confidentiality

Question 11

rating scales method

Answer 11

rates employees according to defined factors

Question 12

critical incident method

Answer 12

requires keeping written records of highly favourable and unfavourable employee work actions

Question 13

essay method

Answer 13

rater writes a brief narrative describing the employees performance
focuses on etreme behaviour

Question 14

work standards method

Answer 14

compares each employees performance to a predetermined standard or expected level of output
quite objective method

Question 15

ranking method

Answer 15

rater ranks all employees from a group in order of overall performance

Question 16

forced distribution method

Answer 16

rater is required to assign individuals in a work group to a limited number of categories similar to a normal frequency distribution
fosters cutthroat competition, paranoia and general ill will, destroys loyalty

Question 17

behavioral anchored rating scale method

Answer 17

combines elements of traditional rating scale and critical incident methods, various performance levels are shown along a scale with each described in terms of an employees specific job behaviour

Question 18

results based system

Answer 18

manager and subordinate jointly agree on objectives for the next appraisal period; in the past a form of management by objectives

Question 19

problems in performance appraisal

Answer 19

appraiser discomfort, lack of objectivity, halo/horn error, leniency, central tendencym recent behavior bias, persoanl bias, manipulating evaluation, employee anxiety

Question 20

halo error

Answer 20

evaluation error that occurs when a manager generalises one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating

Question 21

horn error

Answer 21

generalising one negative performance feature to all

Question 22

leniency

Answer 22

giving an undeserved high performance appraisal rating to an employee

Question 23

strictness

Answer 23

being unduly critical of an employees work performance

Question 24

cultural tendency error

Answer 24

evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of the scale
avoid criticism, undermines compensation system

Question 25

effective appraisal system

Answer 25

job-related criteria, performance expecations, standardisation, trained appraisers, continuous open communication, conduct performance reviews, due process

Question 26

performance appraisal environmental factors

Answer 26

legislation requires appraisal systems to be non dicriminatory, unions have traidtionally stressed seniority as basis for promotions and pay increases, corporate culture can assist or hinder the process