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GROUP DYNAMICS > Effective Employee Performance Appraisal FINALS 1 > Flashcards

Effective Employee Performance Appraisal FINALS 1 Flashcards

1
Q

The process by which an employee’s contribution to the organization during a specified period of time is assessed.

A

Performance Appraisal

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2
Q

Lets employees know how well they have performed in comparison with the standards of the organization

A

Performance Feedback

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3
Q

CRITERIA OF A GOOD APPRAISAL SYSTEM

A

Validity
Reliability
Freedom from bias
Practicality

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4
Q

Performance Appraisal and other HRM Functions

A 
Recruitment
Selection
Training & Development
Compensation
Labor Relations
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5
Q

Why Performance Appraisal May Fail

A 
Unclear Language
Manager not honest or sincere
No on-going feedback
Ineffective discussion
Manager Lacks Infor.
Insuff. Rewards
Manager not prepared
Lack appraisal skills
Manager not taking PA seriously
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6
Q

360 feedback

A 
SUPERIOR
PEERS
CUSTOMERS
SUBORDINATES 
SELF
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7
Q

Common Appraisal Errors to Address in Training

A 
Error of Central Tendency
Leniency or Strictness Error
Similar-to-Me Error
Contrast Error 
Recency Error
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8
Q

2 Measurement Methods

A

Objective

Subjective

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9
Q

Production

A

Objective Method

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10
Q

Dollar Sales

A

Objective Method

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11
Q

Performance Tests

A

Objective Method

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12
Q

Comparative Procedures

A

Subjective Method

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13
Q

Ranking

A

Subjective Method

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14
Q

Forced Distribution

A

Subjective Method

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15
Q

3 Types of Methods to Measure PErformance

A

Trait based
Behavior based
Results based

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16
Q

What are the Common Trait Methods of Appraisal?

A

Graphic Rating Scale
Mixed Standard Scale
Forced-Choice
Essay

17
Q

What are the Common Behavioral Appraisal Methods?

A

Behaviorally Anchored Rating Scale (BARS)
Critical Incidents
Behavioral Checklist
Behavior Observation Scales

18
Q

Results-based Methods

A

Used when
-It is not important how results are achieved
-here are many different ways to succeed
Practicality
Contamination
Deficiency
Teamwork

19
Q

Contemporary Performance Appraisal Concepts

A

Management by objectives (MBO)
360-degree feedback
Self-managed teams

20
Q

Performance Appraisal under a MBO Program

A 
Step 1: Org. goals & metrics 
Step 2: Dpt. Goals & metrics
Step 3: 
        -Spvr lists goals & metrics 
        -Sbt. proposes goals & metrics
Step 4: Mutual agreement
Step 5: Interim review
         -5a: Inappropriate goals/metrics deleted
         -5b: New inputs are then provided
Step 6: Final review
Step 7: Review org. performance
21
Q

Characteristics of Self-Managed Teams

A

Focusing group result
Larger Span of control
More part-time/contract workers
More cross-functional workers (generalist)

22
Q

Challenges of Self-Managed Teams

A

Measuring individual result
Quality and commitment std.
Measure cross-functional performance

GROUP DYNAMICS (10 decks)

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