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Question 1

What is performance appraisal?

Answer 1

It is the systematic review and evaluation of job performance, as well as the provision of feedback

Question 2

What are the uses of appraisal data?

Answer 2

1. remuneration administration
2. employee training and development programs
3. promotions , transfers and lay-off decisions
4. HR planning
5. To confirm the services of probationary employees
   upon their satisfactory completion of the
   probationary period

Question 3

If performance appraisal is not carefully developed and implemented, it can lead to?

Answer 3

1. promoting, transferring, firing the wrong person
2. feelings of inequity
3. disgruntled employees
4. customers may be poorly served
5. legal issues

Question 4

Why do performance appraisal programs sometimes fail?

Answer 4

1. appraisers lack information concerning employee’s actual performance
2. standards by which to evaluate an employee’s performance is unclear
3. superior is not honest during appraisals
4. ineffective discussions on employee development
5. superior lacks appraisal skills
6. personalizing the process

Question 5

who should do the appraising?

Answer 5

1. immediate supervisor’s
2. subordinates
3. peers
4. self-appraisal
5. customer appraisal

Question 6

What are the methods/ rating formats for performance appraisal?

Answer 6

1. graphical performance rating scale
2. behaviorally anchored rating scale.
3. essay
4. employee comparison procedures

Question 7

What is the performance appraisal process?

Answer 7

1. setting the objectives of appraisal
2. establish job expectations
3. design appraisal program
4. appraise performance
5. use appraisal data for appropriate purpose
6. giving feedback

Question 8

What are some factors that performance can be measured against?

Answer 8

1. job knowledge
2. quality and quantity of output
3. leadership abilities
4. initiative
5. supervision
6. dependability
7. co-operation
8. judgement
9. versatility
10. health and safety

Question 9

What is the role of appraiser , post appraisal?

Answer 9

1. Be quick in generating feedback (whether
   positive or negative)
2. Manage matters arising diplomatically
3. Prepare the way for continual
   communication
4. Learn from past experience
5. Let the appraisee know it is an exercise
   sanctioned by the organization, not a
   personal vendetta
6. Make follow-ups on action plans agreed
7. Set the stage for next appraisal

Question 10

What is the role of the appraisee ,post appraisal?

Answer 10

1. reasonable follow-ups
2. execute agreed upon action points
3. never be complacent, if it goes well
4. never be discouraged, if feedback turn out to be negative

Question 11

What are the suggestions for effective feedback skills

Answer 11

1. Focus on specific behaviors/incidents
2. Keep feedback impersonal (to avoid emotional
   response)
3. Keep feedback goal-oriented
4. Short time intervals (to have greater effect)
5. Ensure understanding
6. Ensure control by recipient

Question 12

What are some judgement evaluations and rating errors?

Answer 12

1. error of central tendency
2. leniency/strictness error
3. recency error
4. contrast error
5. similar-to-me error
6. halo error

Question 13

What is error of central tendency?

Answer 13

Where all employees are rated about average, i.e, the rater is reluctant to assign either extremely high or extremely low ratings

Question 14

How does leniency/ strictness affect rating?

Answer 14

The rater may give either high or unusually low ratings making it inaccurate

Question 15

How does recency error affect ratings?

Answer 15

where appraisal is based largely on the employee’s most recent work
behavior without work-record documentation for the entire evaluation period

Question 16

How does contrast error affecting ratings?

Answer 16

Where an employee’s performance rating is based on comparison with
another employee just previously evaluated. Instead of basing on established standards

Question 17

What is the similar to me error?

Answer 17

when appraisers inflate the evaluation of an employee because of a mutual personal connection, e.g., gender, religious or ethnic background, old-school mates, etc. this may result in discrimination

Question 18

What is the halo error?

Answer 18

The tendency to focus on one aspect of employee’s work behavior and allow it to influence opinion on appraisal

Question 19

What are some things you need for a sound appraisal system?

Answer 19

1 . Job analysis should have been conducted to
identify characteristics necessary for successful
job performance
2. These characteristics should be incorporated in
the evaluation instrument
3. Training for Appraiser (mostly superiors)
4. Formal appeal mechanism should be in place to
reconsider any evaluation
5. Performance evaluation should be clearly
documented
6. Provide corrective guidance for poor performance

Question 20

What are some attitude’s that the appraiser should have?

Answer 20

1. Open-minded
2. Cooperation based
3. Counselor, not examiner
4. Friend, not competitor
5. Ambassador, not destroyer

Question 21

What are some attitudes the appraisee should have?

Answer 21

1. Healthy relationship
2. Open-mindedness
3. Cooperation based
4. Development/improvement oriented
5. Friendliness

Question 22

What is performance management?

Answer 22

It is a system of individual performance improvement which typically includes:

1. setting goals and objectives
2. continuous coaching
3. performance appraisal
4. development planning

Question 23

What should happen prior to the appraisal?

Answer 23

1. Supervisor should give employee adequate notice about
   date;
2. Employee should do self-appraisal;
3. Supervisor should receive copy of self-appraisal ;
4. Supervisor should review documentation of appraisal