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