HRM - Performance Management and Appraisal

A raise, promotion or corrective action is referred to as: something that should be tabled until the next performance evaluation. job reevaluation. an employee engagement tool. personnel action.

personnel action

What should the evaluator do for the employee when conducting the performance appraisal? conduct the discussion based on the employee's self-review. provide a written copy of the appraisal focus on personal issues as well as professional ones. schedule the next feedback session right away.

provide a written copy of the appraisal

When conducting an evaluation and looking to be effective, a combination of caring personally and challenging directly is referred to as: performance management Lenny Rachitsky's Performance Management System radical candor The Halo Effect

radical candor

Which appraisal method remains controversial, as studies show employee performance can decline? paired comparison ranking BARS management by objective

ranking

If the CEO wants to look at his leadership team and rank them by the 20/70/10 rule (where 20% is top performing and 10% is bottom performing), this is a form of what kind of appraisal? management by objective BARS relative appraisal absolute appraisal

relative appraisal

One way to avoid errors in performance appraisals is to: avoid accurate ratings. schedule the appraisal in advance with the employee. rely on data and documentation you've compiled. provide the employee with a written copy of the appraisal.

rely on data and documentation you've compiled

What is the first step in presenting a performance appraisal? developing your talking points deciding on the desired outcome requesting that the employee complete a self-evaluation scheduling an appraisal meeting in advance

scheduling an appraisal meeting in advance

The complexity of development and maintenance, with each position requiring a set of evaluation criteria and rating descriptions is the downfall of this absolute appraisal method: Critical incident BARS Management by objective Graphic rating scale

BARS

Sebastián has requested his direct reports to complete a self-evaluation regarding their performances. Why is this a good idea? It will allow Sebastián extra time to prepare thoughts on each employee's performance. It allows the employee to reflect and will give Sebastián a heads up on any differences of opinion. It allows each employee the opportunity to influence Sebastián's final report. It will provide Sebastián with information he may have forgotten about each employee's performance.

It allows the employee to reflect and will give Sebastián a heads up on any differences of opinion.

Performance observations and feedback should be offered with what frequency? It should be offered monthly. It should be offered as part of an annual appraisal process. It should be offered annually with a six-month check-in. It should be offered as an ongoing process.

It should be offered as an ongoing process

Employee alignment, motivation, and development are the three primary purposes of: performance management. employee training programs. job analysis. job design.

performance management

Alba is working on a project to establish new appraisal norms at her company. Why might she implement the management by objective method? MBO is a participative objective and goal-setting process that may improve the clarity of expectations and increase employee buy-in and motivation. MBO focuses employees and their managers on departmental versus organizational goals. MBO allows management to retain control over the goal-setting and appraisal process. MBO is simple to develop and implement.

MBO is a participative objective and goal-setting process that may improve the clarity of expectations and increase employee buy-in and motivation.

Ajesh is working on a project to establish new appraisal norms at his company. Why might he argue in favor of the management by objective method? MBO is simple to develop and quick to implement. MBO allows management to retain control over the goal-setting and appraisal process. MBO focuses employees and their managers on departmental goals. MBO is a participative objective- and goal-setting process.

MBO is a participative objective- and goal-setting process

When establishing performance standards, the first step in the performance appraisal process, one should establish goals that are: SMART: specific, measurable, achievable, reliable, and time sensitive. SMART: simple, monitorable, achievable, relevant and time sensitive. SMART: simple, monitorable, achievable, reliable and timebound. SMART: specific, measurable, achievable, relevant and timebound.

SMART: specific, measurable, achievable, relevant and timebound.

A performance appraisal that combines a rating scale to evaluate primary job behaviors and then includes qualitative data about the employee's performance would fall into what category of performance evaluation? absolute appraisal ** graphic rating scale appraisal relative appraisal management by objective

absolute appraisal

A form of performance appraisal that involves identifying primary job behaviors and developing a 3-7 point rating scale with which to rate them, and then also provides qualitative data. What type of appraisal does this describe? absolute appraisal graphic rating scale appraisal management by objective relative appraisal

absolute appraisal

An average time to assemble a part of the car's carburetor has been established for the assembly line. When reviewing the performance of an employee on the line, the number of parts the employee assembled is reviewed against those standards. What step of the performance appraisal process is this? measuring performance comparing actual performance to performance standards *** personnel action communicating performance standards

comparing actual performance to performance standards

Teresa is looking at Aleksander's sales performance and measuring it against last year's numbers, as well as what was budgeted. In which step of the process does this activity take place? establishing performance standards communicating performance standards comparing actual performance to performance standards measuring performance

comparing actual performance to performance standards

Which absolute appraisal focuses on the essential behaviors that determine whether a task is done well or poorly? management by objective BARS graphic rating scale critical incident

critical incident

Avoiding hard conversations is often a source of errors in a performance appraisal. Which of the following is NOT a good tip for having a successful conversation? show you've heard what the other person is saying. begin building solutions. clarify your position without minimizing the other person's position. cultivate an attitude of professionalism

cultivate an attitude of professionalism

Performance appraisals provide an administrative function by providing documentation for what processes? job analysis and creation of job descriptions. employee disciplinary action and employee engagement employee analysis and development job design and employee engagement

employee disciplinary action and employee engagement

What is it called when an evaluator confuses potential with performance? the recency error the halo effect high potential error biased rating error

high potential error

To avoid overloading on development, Rachitsky suggests: creating a relative appraisal, where you rank employees against others. showing that you can be a caring yet challenging manager. highlighting employees' "superpowers" and how they can leverage it focusing on having the hard conversation without errors.

highlighting employees' "superpowers" and how they can leverage it

When performance objectives (evaluation criteria) are discussed and agreed to by management and employees, this is an approach called: absolute appraisal. management by objective. relative appraisal. a BARS appraisal.

management by objective

Which method of performance evaluation has the potential to increase employee performance and organizational productivity? management by objective Critical incident ranking BARS

management by objective

An appraisal method that requires the evaluator to compare all their employees' performance in each category individually, assigning a plus or a minus to indicate relative strength or weakness, is called: graphic ranking scale. BARS ranking paired comparison

paired comparison

What is it called when an evaluator allows one favored effect or work factor to affect the entire performance review? the horns effect biased rating error the halo effect high potential error

the halo effect

What is it called when an evaluator allows one bad effect or work factor to affect the entire performance review? high potential error biased rating error the horns effect the halo effect

the horns effect