Performance Management

_________ statements create defensiveness on the part of the feedback recipient. "You" "I" Negative Accusing

"You"

Performance management is related to: Higher productivity Lower employee turnover Higher market value for the firm All of the above

All of the above

_____________ use several dimensions of job performance drawn from a job analysis. Forced distribution Behaviorally-anchored rating scales Alternation ranking Trait rating system

Behaviorally-anchored rating scales

All are steps in the performance management cycle EXCEPT: Establish goals and expectations Feedback and coaching Determine motivation Evaluate performance

Determine motivation

Which of the following is NOT a sub-goal of evaluation? Evaluation and training effectiveness Promotion Feedback for performance improvement Wage and salary decisions

Feedback for performance improvement

"To increase the number of invoices processed to 150 per day by October 1st" is an example of a/an: Standard Goal Expectation Commitment

Goal

From a competitiveness standpoint, performance feedback should be given from: I: Customers II: Peers III: Managers I, II, and III I and III III II and III

I, II, and III

Standards are more applicable to: Jobs involving routine, repetitive tasks Managerial and professional jobs Jobs where employees engage in project work All of the above

Jobs involving routine, repetitive tasks

All the following are characteristics of a legally defensible performance assessment system EXCEPT: Ratees should be provided with feedback of the results of the PA and should have an opportunity to appeal to a higher level manager if they disagree Management should be committed to the PA system and communicate this commitment throughout the organization PAs should not involve the development and communication of performance standards to employees Raters should have ample opportunity to observe the performance of the ratee

PAs should not involve the development and communication of performance standards to employees

What is considered the most problematic area of human resources? Performance evaluation Talent and acquisition Retention Training and development

Performance evaluation

___________ involves definition, development, and evaluation of employee job performance. Coaching and feedback Performance appraisal Organization strategy and rewards Performance management

Performance management

Feedback should always be _________. People-oriented Positive Encouraging Problem-oriented

Problem-oriented

Poor performance is usually the result of either a _____ problem or a _____ problem. Ability; attitude Skill; will KSAs; behavior Feedback; behavior

Skill; will

All are considered objective performance measures EXCEPT: Trait rating Absenteeism Productivity Sales

Trait rating

True or False: Goals and standards are most effective when mutually agreed upon by all affected:

True

True or False: Managers typically don't get rewarded for completing appraisal forms on time or writing detailed performance records.

True

True or False: To overcome memory biases, it is a good idea to have the "RATER" keep a written performance journal in order to recall past performance when it comes time to give a performance appraisal.

True

Which of the following is NOT a sub-goal of development? Feedback of performance improvement Identification of training needs Validation of employee selection approaches Career planning

Validation of employee selection approaches

Which of the following is considered a subjective rating measurement of performance? Paired comparison Alternation ranking Weighted checklist Forced distribution

Weighted checklist

BARS are usually developed: From the performance management cycle With Participation Through the casual model of job performance At random

With Participation