Performance Management and Rewards

Question 1

What is the principal mean designed to motivate employees to perform?

Answer 1

Reward System

Question 2

It refers to the procedures and systems designed to improve employee outputs and performance, often through the use of economic incentive systems.

Answer 2

Performance management

Question 3

An effective performance management process considers _ as a basic requirement.

Answer 3

Human Resource Strategic Planning

Question 4

The process of providing capable and motivated people to carry out the organization’s mission and strategy.

Answer 4

HR Strategic Planning

Question 5

A key element of the HR strategic planning which implements the provision of qualified people to the identified job openings.

Answer 5

Staffing

Question 6

The emperors of _ in China had an “imperial raters” whose task was to evaluate the performance of the official family.

Answer 6

Wei Dynasty

Question 7

She established a system for the formal rating of the members of the society of Jesus (The Jesuits).

Answer 7

Ignatius Loyola

Question 8

He established formal monitoring systems with his coworker before world war I.

Answer 8

Frederick Taylor

Question 9

Merit rating came 1950s-60s in _.

Answer 9

US & UK

Question 10

The term “performance management” was first used in the 1970’s but it did not become a recognized process until _.

Answer 10

Half of 1980’s.

Question 11

The American pioneer who introduced the rating of the abilities of workers in industry prior to World War I.

Answer 11

WD Scott

Question 12

The scale modified and used to rate the efficiency of US army officers.

Answer 12

WD Scott Scale

Question 13

The pioneering efforts of Scott were developed in the 1920s and 1930s into what was termed the _.

Answer 13

Graphic Rating Scale

Question 14

Management by objectives was first coined by _.

Answer 14

Peter Drucker

Question 15

Drucker emphasized that an effective management must direct the vision and efforts of all managers towards _.

Answer 15

A common goal.

Question 16

Critical-Incident Technique was developed by _.

Answer 16

Flanagan

Question 17

To avoid trait assessment and over concentration on output, appraisers would focus on this technique which were real, unambiguous and illustrated quite clearly how well individuals were performing their task.

Answer 17

Critical Incident technique

Question 18

It did not gain much acceptance, perhaps because the black book accusations stuck and also time consuming.

Answer 18

Critical-Incident technique

Question 19

It is designed to reduce the rating errors. They include a number of performance dimensions such as team work and mangers rate each dimension on a scale.

Answer 19

Behaviorally anchored rating scale

Question 20

In the 1970’s a revised approach to performance appraisal was developed under the influence of the management by objective movement, it was sometimes called _.

Answer 20

Result-oriented appraisal

Question 21

One of the problems with performance appraisal is that, _ have been known to rte first in accordance with individuals pay increase.

Answer 21

Managers

Question 22

The concept of performance management began to emerge in _ in the middle 1980s.

Answer 22

USA

Question 23

Refers to the HR planning, acquisition and development aimed at providing the talent necessary for organizational success.

Answer 23

Staffing

Question 24

What are the 4 staffing processes?

Answer 24

Job Analysis
Recruitment
Selection
Socialization

Question 25

The process of staffing starts with an understanding of the positions or jobs for which individuals are needed in the organization. It is the technical procedure used to define the duties, responsibilities and accountabilities of a job.

Answer 25

Job Analysis

Question 26

It contains information concerned with the job. This information include job, duties and responsibilities, equipment and materials used, working conditions and hazards, supervision, work schedules, standards of performance and relationship to other jobs.

Answer 26

Job Description

Question 27

This step includes drawing of people to apply for the various positions identified. It may be defined as a human resource practice designed to locate and attract job applicants for particular positions.

Answer 27

Recruitment

Question 28

What are the 2 types of recruitment?

Answer 28

Internal and external

Question 29

It is the process for attracting job applicants from those currently working for the firm.

Answer 29

Internal Recruitment

Question 30

What are the 4 methods of Internal Recruitment?

Answer 30

Computerized career progression system Supervisor recommendations Job posting Career development systems

Question 31

A useful means of internal recruitment that stores extensive amounts of information about employees of a company.

Answer 31

Computerized career progression system (CCPS)

Question 32

Another method of internal recruitment. When a supervisor needs to fill a certain vacancy in his unit, he is in the best position to identify the person who fits the job and be asked to nominate internal candidates.

Answer 32

Supervisor recommendations

Question 33

A method of internal recruitment in which a job vacancy notice is posted and all qualified employees may bid. The most qualified applicants are chosen for the interview.

Answer 33

Job Posting

Question 34

It constitutes another method of internal recruitment. Under this method, the organization places fast track or high potential employees on a career path where they are groomed for certain target jobs.

Answer 34

Career Development System

Question 35

The process of attracting job applicants from outside the organization. It is undertaken when no suitable candidates are available from within the organization.

Answer 35

External Recruitment

Question 36

Give 5 several methods of external recruitment.

Answer 36

Employee referrals Applicant-initiated recruitment Help-wanted advertisements Private employment agencies and executive search firms Campus recruiting

Question 37

This step involves assessing and choosing among job candidates. It involves the application form, interviews, tests, background investigation, physical and medical exams and a decision to hire or not.

Answer 37

Selection

Question 38

It is the final step in the staffing process, involves orienting new employees to the organization and its work units.

Answer 38

Socialization

Question 39

In socialization, the new employees are provided with 2 kinds of information which are?

Answer 39

Key organization factors Department and job related issues

Question 40

This factor includes an overview of the organization, policies, procedures, compensation, benefits, safety and accident prevention, employee and union relations and physical facilities.

Answer 40

Key organization factor

Question 41

The process of changing employee behavior, attitudes or opinion through some type of guided experience.

Answer 41

Training

Question 42

A training method conducted while employees perform job-related tasks. It is the most direct approach to hiring.

Answer 42

On-the-job Training

Question 43

What are the 3 common forms of OJT?

Answer 43

Internships Apprenticeships Job Rotation

Question 44

This type of training deals with work skills in setting always from their ordinary workplace.

Answer 44

Off-the-job training

Question 45

What are the various off-the-job training techniques?

Answer 45

Classroom lectures Videos and films Simulation exercises Computer-based training Vestibule training Programmed instruction

Question 46

Careers planning and development indicate a need for individual employees to adapt a _ on organization.

Answer 46

positive outlook

Question 47

The pattern of work-related experiences that span the course of a person's life.

Answer 47

Career

Question 48

It refers to the district stages that individuals go through their careers.

Answer 48

Career Stages

Question 49

What are the 4 career Stages?

Answer 49

Establishment stage Advancement stage Maintenance stage Retirement stage

Question 50

In this career stage, one of the apprenticeship where the young employee enters an organization who may be technically able but often without an understanding of the organization's demands and expectations.

Answer 50

Establishment stage

Question 51

This is the career stage where the employee seeks growth and increased responsibility through the continued development and utilization of his skills. They are now expected to rely much less on direction from others.

Answer 51

Advancement stage

Question 52

The career stage where an employee may experience continued growth of performance and accomplishments or he may encounter career stability. This further change is necessary to sustain advancement, often the employee loses career flexibility.

Answer 52

Maintenance stage

Question 53

A situation, in which, for either organizational or personal reason, the probability of moving up the career ladder is low.

Answer 53

Career Plateaus

Question 54

What are the 3 types of career plateaus?

Answer 54

Structural Plateau Content Plateau Life Plateau

Question 55

It marks the end of promotions and the affected employee will now have to leave the organization to find new opportunities and challenges.

Answer 55

Structural Plateau

Question 56

It occurs when a person has learned a job too well and is bored with day to day activities.

Answer 56

Content Plateau

Question 57

It occurs when an employee experiences a loss of identity and self esteem when there is no longer success in his work area.

Answer 57

Life Plateau

Question 58

Career Plateau can cause low _.

Answer 58

Low employee performance

Question 59

Leaders can make the organizations help individuals cope with career plateaus by providing opportunities for _ where opportunities for advancement do not exist.

Answer 59

Lateral growth

Question 60

This is the career stage where individuals learn to accept reduced roles and less responsibility and a formal preparation for retirement is made.

Answer 60

Retirement stage

Question 61

A key aspect of performance management. It is the process of evaluating the performance of employees.

Answer 61

Performance Appraisal

Question 62

What are the 3 criteria for performance appraisal?

Answer 62

Individual task outcomes Behaviors Traits

Question 63

What are the 3 different methods/approaches of performance appraisal?

Answer 63

Absolute standards Relative standards Objectives (Management by Objectives)

Question 64

A method of performance appraisal where the subjects of appraisal are not compared with other person.

Answer 64

Absolute Standards

Question 65

An absolute standard method where the appraiser writes a narrative report and the employee's strength and weaknesses are described as well as recommendations for development.

Answer 65

Essay appraisal

Question 66

An effective or ineffective performance for each employee is being appraised in this method of absolute standard.

Answer 66

Critical Incident appraisal

Question 67

A method of absolute standard that uses. A list of behavioral descriptions and checks off those behaviors that apply to the employee.

Answer 67

Checklist

Question 68

It is known as the Graphic Rating Scale. It lists a number of traits and a range of performance for each.

Answer 68

Adjective rating scale

Question 69

What are the methods of absolute standard appraisal?

Answer 69

Essay appraisal Critical Incident appraisal Checklist Adjective rating scale Forced choice Behaviorally anchored rating scale

Question 70

An appraisal method that compares the individual against other individuals.

Answer 70

Relative Standards

Question 71

What are the methods of relative standards appraisal?

Answer 71

Group order ranking Individual ranking Paired comparison

Question 72

What is the 3rd approach/method of performance appraisal?

Answer 72

Objectives (Management by Objectives)

Question 73

What are the 4 steps of Management by Objectives?

Answer 73

Goal setting Action planning Self-control Periodic reviews

Question 74

A final requirement to ensure effective performance.

Answer 74

Rewards

Question 75

What are the 6 types of organizational incentives?

Answer 75

Intrinsic Extrinsic Financial Nonfinancial Performance based Membership based

Question 76

Rewards that the worker receives from the job itself, including pride in one's work, feeling of accomplishment and being part of a team.

Answer 76

Intrinsic rewards

Question 77

Rewards that enhance the workers get from the employee including money, promotion and benefits.

Answer 77

Extrinsic rewards

Question 78

Rewards that enhance an employee's financial well-being through wages, bonuses and profit sharing.

Answer 78

Financial Rewards

Question 79

Rewards that are indirect enhancement of an employee's financial well-being, such as supportive benefits, pension plans, paid vacations, paid sick leaves and purchase discount.

Answer 79

Nonfinancial rewards

Question 80

Rewards that are given using performance as basis, such as commissions, piece of work pay plans, incentive systems, group bonuses and forms of merit pay.

Answer 80

Performance-based rewards

Question 81

Rewards that refer to those that are given to all employees regardless of performance such as cost of living increases, benefits, salary increases attributable to labor market conditions, seniority of time in rank and future potential such as a new MBA degree from prestigious university.

Answer 81

Membership-based rewards