Performance Management

Question 1

The process of maintaining and improving employee job performance.

Answer 1

Performance management

Question 2

Organizational values and goals > Performance management standards > Employee performance/behaviors > Measurement and feedback > Business results and employee growth

Answer 2

Performance Management System

Question 3

The expectations of management translated into two key elements that employees can deliver: Behaviors and Results.

Answer 3

Performance standards

Question 4

What the organization wants the employees to do

Answer 4

Behaviors

Question 5

What the organization wants the employees to produce or deliver

Answer 5

Results

Question 6

How well the work is performed and/or how accurate or how effective the final product is.

Answer 6

Quality

Question 7

How much work is produced.

Answer 7

Quantity

Question 8

How quickly, when, or by what date the work is produced.

Answer 8

Timeliness

Question 9

Dollar savings to the organization or working within a budget.

Answer 9

Cost-effectiveness

Question 10

The typical method of measuring employees’ adherence to performance standards and providing feedback

Answer 10

performance appraisal

Question 11

The least complex means of appraising performance, in category rating methods the appraiser marks an employee’s level of performance on a designated form.

Answer 11

Category rating methods

Question 12

The appraiser checks the appropriate place on the scale for each task listed.

Answer 12

Graphic scale

Question 13

The appraiser is given a list of statements or words and checks the items on the list that describe the characteristics and performance of the employee.

Answer 13

Checklist

Question 14

This is a variation on the checklist method. The appraiser is required to check two of four statements: one that the employee is most like and one that the employee is least like.

Answer 14

Forced choice

Question 15

The appraiser directly compares the performance of each employee with that of the others.

Answer 15

Comparative methods

Question 16

The appraiser lists all employees from highest to lowest.

Answer 16

Ranking

Question 17

Each of the employees is paired with every other employee and compared, one at a time, using the same scale of performance.

Answer 17

Paired-comparison

Question 18

Employees are rate and placed at different percentage points along a bell-shaped curve

Answer 18

Forced distribution

Question 19

The appraiser submits written narrative performance appraisals.

Answer 19

Narrative methods

Question 20

The appraiser writes a short essay describing the performance of each employee during the rating period.

Answer 20

Essay

Question 21

A record of employee actions is kept in addition to actual ratings.

Answer 21

Critical incidents

Question 22

The supervisor or manager and a human resource professional cooperate in this method. HR interviews the supervisor about the performance of each employee. After the interview, HR compiles comparison ratings for each employee and then submits the ratings to the supervisor for approval changes.

Answer 22

Field review

Question 23

The employees help set objectives for themselves, defining what they intend to achieve within a specified time period. The objectives are based on overall goals and objectives for the organization.

Answer 23

management by objectives (MBO)

Question 24

Designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior.

Answer 24

behaviorally anchored rating scale (BARS)

Question 25

This may occur when an employee is extremely competent in one are and is therefore rated high in all categories. Conversely, the other effect may occur when one weakness results in an overall low rating.

Answer 25

Halo/horn effect

Question 26

This error occurs when an appraiser gives more weight to recent occurrences and discounts or minimizes the employee’s earlier performance during the appraisal period.

Answer 26

Recency

Question 27

This error occurs when an appraiser gives more weight to the employee’s earlier performance and discounts or minimizes recent occurrences.

Answer 27

Primacy

Question 28

When an appraiser’s values, beliefs, or prejudices distort ratings (either consciously or unconsciously).

Answer 28

Bias

Question 29

Appraiser who believe that standards are too low may inflate the standards in an effort to make the standards meaningful in their eyes.

Answer 29

Strictness

Question 30

This error is the result of appraisers who do not want to give low scores. All employees in this case are given high scores.

Answer 30

Leniency

Question 31

This error occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.

Answer 31

Central tendency

Question 32

This error occurs when an employee’s rating is based on how his or her performance compares to that of another employee instead of an objective performance standards.

Answer 32

Contrast