PERFORMANCE MANAGEMENT AND APPRAISAL Flashcards
Level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty.
A. Performance Management
B. Performance Management System
C. Performance Appraisal
D. Employee Engagement
D
Goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.
A. Performance Management
B. Performance Management System
C. Performance Appraisal
D. Employee Engagement
A
One of the major focuses in business today. Although every HR function contributes to performance management, training and performance appraisal play a more significant role.
A. Performance Management
B. Performance Management System
C. Performance Appraisal
D. Employee Engagement
B
Formal system of review and evaluation of individual or team task performance.
A. Performance Management
B. Performance Management System
C. Performance Appraisal
D. Employee Engagement
C
Uses of performance appraisal
In assessing a firm’s human resources, data must be available to identify those who have the potential to be promoted or for any area of internal employee relations. Through performance appraisal it may be discovered that there is an insufficient number of workers who are prepared to enter management.
A. Human Resource Planning
B. Recruitment and selection
C. Training and development
D. Carrer planning and development
A
Uses of performance appraisal
Performance evaluation ratings may be helpful in predicting the performance of job applicants.
A. Human Resource Planning
B. Recruitment and selection
C. Training and development
D. Carrer planning and development
B
Uses of performance appraisal
Performance appraisal data is essential in assessing an employee’s strengths and weaknesses and in determining the person’s potential. Managers may use such information to counsel subordinates and assist them in developing and implementing their career plans.
A. Human Resource Planning
B. Recruitment and selection
C. Training and development
D. Carrer planning and development
D
Uses of performance appraisal
Performance appraisal results provide a basis for rational decisions regarding pay adjustments. Most managers believe that you should reward outstanding job performance tangibly with pay increases.
A. Human Resource Planning
B. Recruitment and selection
C. Compensation Programs
D. Carrer planning and development
C
It is identifying specific performance goals. An appraisal system probably cannot effectively serve every desired purpose, so management should select the specific goals it believes to be most important and realistically achievable.
A. Performance appraisal process
B. Traits
C. Competencies
D. Behaviors
A
Performance Criteria( Standards)
Such as attitude, appearance, and initiative are the basis for some evaluations. Many of these commonly used qualities are subjective and may be either unrelated to job performance or difficult to define.
A. Performance appraisal process
B. Traits
C. Competencies
D. Behaviors
B
Performance Criteria( Standards)
When an individual’s task outcome is difficult to determine, organizations may evaluate the person’s task-related.
A. Performance appraisal process
B. Traits
C. Competencies
D. Behaviors
D
Performance Criteria( Standards)
It include a broad range of knowledge skills, traits, and behaviors that may be technical in nature, relate to interpersonal skills, or are business-oriented.
A. Performance appraisal process
B. Traits
C. Competencies
D. Behaviors
C
Performance Criteria( Standards)
If organizations consider ends more important than means, it becomes an appropriate factor to evaluate. The outcomes established should be within the control of the individual or team and should be those results that lead to the firm’s success.
A. Improvement potential
B. Goal Achievement
C. Competencies
D. Behaviors
B
Performance Criteria( Standards)
When organizations evaluate their employees’ performance, many of the criteria used focus of the past. From a performance management viewpoint, the problem is that you cannot change the past.
A. Improvement potential
B. Goal Achievement
C. Competencies
D. Behaviors
A
Responsibility for appraisal
Has traditionally been the most logical choice for evaluating performance and this continues to be the case. It is usually in an excellent position to observe the employee’s job performance and has the responsibility for managing a particular unit.
A. Subordinates
B. Peers and Team members
C. Immediate Supervisor
D. Self Appraisal
C
Responsibility for appraisal
This approach leads supervisors to become especially conscious of the work group’s needs and to do a better job of managing.
A. Subordinates
B. Peers and Team members
C. Immediate Supervisor
D. Self Appraisal
A
Responsibility for appraisal
A major strength to appraise performance is that they work closely with the evaluated employee and probably have an undistorted perspective on typical performance, especially in assignments.
A. Subordinates
B. Peers and Team members
C. Immediate Supervisor
D. Self Appraisal
B
Responsibility for appraisal
If employees understand their objectives and the criteria used for evaluation, they are in a good position to appraise their own performance, Many people know what they do well on the job and what they need to improve,
A. Subordinates
B. Peers and Team members
C. Immediate Supervisor
D. Self Appraisal
D
Responsibility for appraisal
Therefore, some organizations believe it is important to obtain performance input from this critical source. Organizations use this approach because it demonstrates a commitment, holds employees accountable, and fosters change.
A. Customer Appraisal
B. Peers and Team members
C. Immediate Supervisor
D. Self Appraisal
A
It is responsible for coordinating the design and implementation of performance appraisal programs. However, it is essential that line managers play a key role from beginning to end.
A. Subordinates
B. Peers and Team members
C. Immediate Supervisor
D. Human Resource Department
D
Popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources.
A. Rating Scales Method
B. 360- degree feedback evaluation method
C. Essay Method
D. Critical incident method
B
Performance appraisal method that rates employees according to defined factors
A. Rating Scales Method
B. 360- degree feedback evaluation method
C. Essay Method
D. Critical incident method
A