Module 5 - Performance Management Flashcards
Category rating methods include
ranking of all employees.
graphic scale.
paired comparison.
forced distribution.
graphic scale.
Rationale: Category rating methods are the simplest to administer and understand. They include graphic scale, checklist, and forced choice.
The critical incidents evaluation method uses
rating statements ranging from “most like” to “least like.”
information collected from managers and peers of an employee.
a ranking of all employees from highest to lowest.
a written record of positive and negative employee actions.
a written record of positive and negative employee actions.
Rationale: The critical incidents method uses a written record of both positive and negative employee actions during the rating period. It is often used with other methods to document why an employee received a certain rating.
From a developmental standpoint, performance evaluations can be used to
determine candidates for promotion.
make demotion decisions.
award raises to employees.
develop coaching relationships.
develop coaching relationships.
Rationale: From a developmental perspective, performance evaluation data can identify the potential of employees and prepare them for future assignments in the company. Coaching relationships and career planning may be based on this data.
It is MOST important that a manager assessing employee performance
correlate observations to economic terms.
determine if the results will be used for administrative decisions.
focus on personality traits.
maintain objectivity.
maintain objectivity.
Rationale: Objectivity is a critical characteristic of a performance evaluation. Managers must focus on actual performance rather than character traits.
Performance evaluations are typically conducted at least every
6 months.
12 months.
18 months.
24 months.
12 months.
Rationale: At a minimum, performance evaluations are conducted annually. It is recommended that a midyear evaluation be conducted as well. Midyear evaluations avoid end-of-year surprises and allow the employee an opportunity to improve performance before the end of the review cycle.
An evaluator uses a bell curve on which to distribute employee ratings. Which performance evaluation method does this exemplify?
Graphic scale
Ranking
Forced choice
Forced distribution
Forced distribution
Rationale: With the forced distribution method, employee ratings are distributed on a bell curve
Performance goals may be set from performance standards and
industry trends and statistics.
the employee’s motivational drivers.
legal rights established by a union contract.
organizational goals and objectives.
organizational goals and objectives.
Rationale: Performance goals are determined by considering the strategic planning process, the goals and objectives of the organization, and the employee’s job description.
Which of the following actions leads to the most effective performance improvement process?
Employees are not fired for a first offense.
Minor violations are overlooked at the manager’s discretion.
Similar violations under similar circumstances are treated the same.
Verbal warnings are not part of the process.
Answer: Minor violations are overlooked at the manager’s discretion.
Similar violations under similar circumstances are treated the same.
Rationale: Consistency is an important part of a performance improvement process. Therefore, similar violations should be treated the same unless there are unusual mitigating or aggravating circumstances.
The benefits of stay interviews include
Increasing efficiency.
replacing annual performance appraisals.
cutting turnover rates by more than 50%.
curbing potential employee performance issues before they begin.
curbing potential employee performance issues before they begin.
When conducted properly, stay interviews can curb potential employee performance issues before they begin and prevent valued employees from seeking employment elsewhere.
An inappropriate practice for providing performance evaluation feedback is to
focus on objective observations.
focus first on areas that need improvement.
focus on a specific incident.
focus on job behaviors, not the person.
Answer: focus first on areas that need improvement.
Rationale: When conducting a performance evaluation, it is best to focus first on areas of strength. This reinforces desired behaviors.
