Performance Evaluation Flashcards
Excellent for determining compensation
A. Forced-choice rating scale
B. 360-degree feedback
A. Forced-choice rating scale
Terrible for training purposes
A. Forced-choice rating scale
B. 360-degree feedback
A. Forced-choice rating scale
Excellent source for improving employee performance
A. Forced-choice rating scale
B. 360-degree feedback
B. 360-degree feedback
Not appropriate for determining salary increases
A. Forced-choice rating scale
B. 360-degree feedback
B. 360-degree feedback
To improve employee performance by providing feedback about what employees are doing right and wrong
A. Evaluation
B. Performance Appraisal Review
C. Determining Salary Increases
A. Evaluation
An excellent time to meet with employees to discuss their strengths and weaknesses
A. Evaluation
B. Performance Appraisal Review
C. Determining Salary Increases
B. Performance Appraisal Review
It is also the time to determine how weaknesses can be corrected
A. Evaluation
B. Performance Appraisal Review
C. Determining Salary Increases
B. Performance Appraisal Review
The periodic, formal evaluation of employee performance for the purpose of making career decisions.
A. Evaluation
B. Performance Appraisal Review
C. Determining Salary Increases
B. Performance Appraisal Review
It would not seem fair to pay a poor performing employee the same amount as an excellent performing one
A. Evaluation
B. Performance Appraisal Review
C. Determining Salary Increases
C. Determining Salary Increases
True or False: The best employee at one level is not always the best employee at the next level.
True
The promotion of employees until they reach their highest level of incompetence.
A. Peter Principle
B. All employees
C. Individual level
A. Peter Principle
True or False: To avoid Peter Principle, employees should be evaluated thoroughly on the job dimensions that are similar to those of their current positions instead of the job dimensions of their new position.
False; Similar to those of their new positions
True or False: If many employees score poorly on a performance appraisal dimension, an increase or change in training is probably necessary for all employees.
True
especially important in organizations in which union contracts forbid the use of performance evaluations in personnel decisions.
A. Structural research
B. Organization research
C. Validation research
B. Organization research
Steps in Performance Evaluation
- Determine the Reason for Evaluating Employee Performance
- Identify Environmental and Cultural Limitations
- Determine Who Will Evaluate Performance
- Select the Best Appraisal Methods to Accomplish Your Goals
- Train Raters
- Observe and Document Performance
- Evaluate Performance
- Communicate Appraisal Results to Employees
- Terminate Employees
- Monitor the Legality and Fairness of the Appraisal System
