UNIT 5 APPRAISAL AND REWARD SYSTEMS

Question 1

helps the employee & the management to assess the level of employee’s performance compared to the standard/ pre-determined levels.

Answer 1

Performance appraisal

Question 2

is a very essential element in any organization to understand & improve the employee’s performance.

Answer 2

Performance appraisal

Question 3

used as a basis to decide promotions, increments, transfer etc.

Answer 3

Performance appraisal

Question 4

is used as the basis for employee development.

Answer 4

Performance appraisal

Question 5

 is a method of evaluating the behavior & performance of employees in the workplace
 It includes both the qualitative & quantitative aspects of performance
 It indicates how well the employee is fulfilling the demands of the job

Answer 5

Performance appraisal

Question 6

_____ should not be confused with effort. _____ is always measured in terms of results.

Answer 6

Performance

Question 7

 is the systematic description
 The basic purpose is to find out how well the employee is performing the job and establish a plan of improvement

Answer 7

Performance appraisal

Question 8

are arranged periodically according to a define plan

Answer 8

Appraisals

Question 9

is not job evaluation. It refers to how well someone is doing the assigned job.

Answer 9

Performance appraisal

Answer 10

Performance appraisal

Question 10

determines how much a job is worth to the organization and, therefore, what range of pay should be assigned to the job.

Answer 10

Job evaluation

Question 11

CONTENTS OF PERFORMANCE APPRAISAL

Answer 11

 Regularity of attendance
 Ability to work with others
 Leadership style & abilities
 Initiative
 Technical skill
 Ability to grasp new things reasoning ability
 Originality & resourcefulness
 Integrity
 Capability to assume responsibility
 Knowledge of systems & procedures
 Quality of suggestions offered for improvement

Question 12

CHARACTERISTICS OF PERFORMANCE APPRAISAL

Answer 12

 A step by step process
 Examines the employee strengths, weaknesses and potentials
 Scientific and objective study
 An ongoing and continuous process
 Secures information for making correct decisions on employees
 Examines the HRs potentiality in the organization in micro, meso and macro levels

Question 13

PURPOSE OF PERFORMANCE APPRAISAL

Answer 13

 To create and maintain a satisfactory level of performance
 To help the superiors to have a proper understanding
about their subordinates  To contribute to the employee growth and development through training, self and management development
programmes
 To facilitate fair and equitable compensation based on performance
 Determine job competence
 Enhance staff development
 Discover employee’s aspirations
 Recognize accomplishments
 Improve communications
 Aid in manager’s coaching and counseling  Determine training and developmental needs
 Make inventories of talents
 Select for advancement of salary
 Identify unsatisfactory employees

Question 14

ADVANTAGES OF PERFORMANCE APPRAISAL

Answer 14

 Performance improvement
 Development of employees
 Career planning
 Corrective actions
 Promotions
 Motivation
 Opportunity for an employee
 Facilitation of communication
 Enhancement of employee focus through promoting trust
 Goal setting and desired performance reinforcement
 Performance improvement
 Determination of training needs
 True potential of the employee
 Promotes employee development
 Acts as a motivator
 Employee training & development
 Promotion and transfers

Question 15

DISADVANTAGE OF PERFORMANCE APPRAISAL

Answer 15

 If not done appropriately, can be a negative experience
 Very time consuming, especially for a manager  Subject to rater errors and biases
 If not done right can be a complete waste of time
 Can be stressful for all involved
 Consuming process
 Personal bias or incorrect ratings
 Horn & Halo Effect
 Spillover Effect

Question 16

METHODS OF PERFORMANCE APPRAISAL

Answer 16

 Spontaneous and unrestricted appraisal method
 Traditional methods
 Modern methods

Question 17

 Ranking method
 Paired analogy method
 Human to human correlation
 Method
 Grading method
 Enforced-dispersion method

Answer 17

Traditional methods

Question 18

 Management by objectives method
 Multi-source assessment
 Corporal appraisal

Answer 18

Modern methods

Question 19

WHO SHOULD DO THE APPRAISING?
Potential appraisers

Answer 19

1. Immediate Supervisor 2. Peer Appraisals
2. Rating Committees
3. Self-ratings
4. Appraisal by Subordinates
5. Degree Feedback

Question 20

is usually in the best position to observe and evaluate the subordinate’s performance, and is responsible for that person’s performance

Answer 20

Immediate Supervisor

Question 21

becoming more popular with firms using self-managing teams.

Answer 21

Peer Appraisals

Question 22

consist of multiple raters, typically the employees immediate supervisors

Answer 22

Rating Committees

Question 23

tend to be higher than supervisor or peer ratings

Answer 23

Self-ratings

Question 24

or upward feedback, is where subordinates anonymously rate their supervisor's performance

Answer 24

Appraisal by Subordinates

Question 25

where rating are collected from the employee’s supervisors, subordinates, peers, and internal or external customers

Answer 25

Degree Feedback

Question 26

The first and the foremost responsibility of ______ is to design the entire appraisal process.

Answer 26

HR team

Question 27

The criterion of performance appraisal needs to be very _____ and ______

Answer 27

clear and transparent

Question 28

The _____ also needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits.

Answer 28

HR team

Question 29

It is the ______’s responsibility to ensure a smooth implementation of the appraisal process.

Answer 29

human resource team

Question 30

An organization designs and implements a _____ to focus worker attention on the specific behaviors the organization considers necessary to achieve its desired objectives and goals.

Answer 30

reward system

Question 31

If _____ are to be useful in stimulating desired behaviors, they must meet the demands of the employees whose behaviors they are intended to influence

Answer 31

rewards

Question 32

Because of the almost endless variety of human qualities, workplace requirements, and situational demands, the task of designing and managing a _____ so that it will benefit the organization is a difficult and complex undertaking.

Answer 32

reward system

Question 33

REWARDS OF WORK

Answer 33

-Affiliation -Work content -Career -Benefits -Compensation

Question 34

LEGAL ASPECT OF PERFORMANCE APPRAISALS

Answer 34

1. Keep Comprehensive Records 2. Focus on Performance not Personality 3. Be Positive, Constructive, and Specific 4. Be Honest and Treat All Employees the Same 5. Apply Objective Standards

Question 35

Document every performance appraisal, both good and bad. It takes time, but can protect supervisors in case of litigation. Keep notes on interactions, meetings, and correspondence on a calendar.

Answer 35

Keep Comprehensive Records

Question 36

Keep all comments on a professional level

Answer 36

Focus on Performance not Personality

Question 37

Remember the purpose of a performance appraisal is to improve performance

Answer 37

Be Positive, Constructive, and Specific

Question 38

Supervisors who are honest, straightforward, and equitable are on solid grounds legally.

Answer 38

Be Honest and Treat All Employees the Same

Question 39

List actual dates and Factual examples to list shortcomings.

Answer 39

Apply Objective Standards

Question 40

is a set of interventions on individual, team and organizational level to improve the way team members work together towards a mutually agreed-upon goal.

Answer 40

Team performance management

Question 41

How to effectively lead teams through performance management?

Answer 41

1. Ensure that there is open team communication 2. Trainer teams to enhance team effectiveness 3. Ensure leadership provides direction to enhance team performance 4. Use team-based performance appraisal to develop employees 5. Align team goals with organizational goals 6. Link rewards to learn performance