Module 7

Question 1

Perfomance Management (PM)

Answer 1

The process of measuring employee performance.

Question 2

When do we us PM in HR:

Answer 2

Compensation, promotions, training and development, performance improvement, and job re-design.

Question 3

3 Factors of Employee Performance

Answer 3

1. Ability
2. Motivation
3. Environment

Question 4

Performance Appraials (PA)

Answer 4

PAs are meant to evaluate an employees job performance. The PA process is typically designed by HR and uniform across the organisation.

Question 5

Ideally PA are:

Answer 5

Practical, Job-Related, and Use Dependable.

Question 6

Ranking Methods

Answer 6

• Straight Ranking
• Alternation Ranking
• Paired Ranking

Question 7

Straight Ranking

Answer 7

Employees are ranked relative to each other.

Question 8

Alternation Ranking

Answer 8

Select best and worst employee first followed by next best, next worse and so on.

Question 9

Paired Ranking

Answer 9

Each employee compared with each other employee in a group, and the employee with the most “wins” is best.

Question 10

Rating Methods

Answer 10

• Standard Rating
• Behaviourally Anchored Rating Scales (BARS)
• Management by Objectives (MBO)

Question 11

Standard Rating

Answer 11

Uses adjective anchors as absolute standards.

Question 12

Behaviourally Anchored Rating Scale (BARS)

Answer 12

Anchors scales with specific behaviours.

Question 13

Management by Objectives (MBO)

Answer 13

Requires setting specific goals and evaluate outcomes against goals.
(MBO is the most common form)

Question 14

Errors in the Appraisal Process

Answer 14

Halo, Negative Halo, First Impression, Recency, Leniency, Strictness, Central Tendency, Similar-to-Me, Personal Prejudice, Spillover, and Contrast Errors.

Question 15

Halo

Answer 15

Impressive performance in only one job function leads to overall favourable rating.

Question 16

Negative Halo

Answer 16

Overall downgrading because of poor performance in one dimension.

Question 17

First Impression

Answer 17

Opinion formed early in the review period influencing all later impressions/perceptions.

Question 18

Recency

Answer 18

Performance at the end of the review period plays too large a roll.

Question 19

Leniency

Answer 19

Consistently rating higher than deserved.

Question 20

Strictness

Answer 20

Consistently rating lower than deserved.

Question 21

Central Tendency

Answer 21

Avoid rating extremes.

Question 22

Similar-to-Me

Answer 22

Individuals who are like the rater get better ratings.

Question 23

Personal Prejudice

Answer 23

Giving lower ratings to individuals of certain groups.

Question 24

Spillover

Answer 24

Continue to downgrade for low performance in previour periods.

Question 25

Contrast Errors

Answer 25

Instead of comparing performance to an objective standard, performance is compared to that of another employee.

Question 26

Errors in Observation

Answer 26

Rater influenced by general appearance.

Question 27

Errors in Information Storage and Recall

Answer 27

Raters associate employees with certain traits, regardless of accuracy.

Question 28

Errors in Actual Evaluation

Answer 28

Raters are influenced by context.

Question 29

Performance Improvement Plans (PIPs)

Answer 29

Formal plans to improve employee performance.