HRM 531 chapter 2
An evaluation that analyzes individuals' performance from all sides - from their supervisor's viewpoint, from their subordinates' viewpoint, from their customers (if applicable), from their peers, and from their own self-evaluation
360-degree evaluation
The performance appraisal method that analyzes individuals' performance from all sides--from their supervisor's viewpoint, from their subordinates' viewpoint, from their customers (if applicable), from their peers, and from their own self-evaluation is called ______.
360-degree evaluation
What is the graphic rating scale?
A performance appraisal checklist form on which a manager simply rates performance on a continuum
Management rights
Data and device policies, workplace monitoring, drug testing, orientation probationary period, employment-at-will, codes of conduct
Stages of the change process
Denial, resistance, exploration, and commitment
Evaluate performance appraisal interview preparation
1. Make an appt 2. Have the employee perform a self-assessment 3. Assess the employee's performance 4. Identify strengths and areas for improvement 5. Predict the employee's reactions and plan how to handle them
Employment-at-will
Concept allowing the company or the worker to break the work relationship at any point in time, with or without any particular reason, as long as in doing so, no law is violated
Stereotyping
Consists of mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as that group
An assessment that measures a theoretical concept or traits that is not directly observable
Construct validity
You are running a law firm and require all your lawyers to pass the bar exam. What does the bar exam need to do to indicate it is a good test?
Construct validity
A job candidate failed a job application test, but she claims that the test is not fair and that she can do the job. What type of evidence do you need to ensure that the test is, in fact, a good predictor of job performance?
Content Validity
An assessment of whether a test measures knowledge or understanding of the items it is supposed to measure
Content Validity
Discipline
Corrective action designed to get employees to meet standards and the code of conduct
Counseling
Counseling and disciplining deal with employees who don't perform to standards or violate a code of conduct
The process of observing ongoing employee actions using computers or other nonhuman methods is called ______.
EPM - electronic performance monitoring
The process of observing ongoing employee actions using computers or other nonhuman methods
Electronic performance monitoring (EPM)
The way that we identify, understand, and use our own emotions as well as the emotions of others to promote our working relationships is called
Emotional Intelligence
An organization that provides its employees with performance appraisals that help employees receive feedback and set goals is developing its employees through ____
Employee assessment
Ongoing education to improve employee knowledge and skills for present and future jobs is called ____
Employee development
The rule that allows an employer or an employee to break the work relationship at any point in time, with or without any particular reason, as long as no law is violated, is called ______.
Employment-at-will
The ___ stage of career development occurs when the individual becomes concerned with building a skill set, developing work relationships, and advancing and stabilizing career
Establishment
Two factors of an effective appraisal
Evaluate and Motivate
Methods such as job rotation are part of the ___ internal method of employee development
Experience
Criterion deficiency
Fit with strategy - based on the mission and objectives, valid and reliable, acceptable and feasible, and specific and pertinent to the job itself
A test identifying whether or not an employee is physically capable at a particular point in time of performing a specific type of work
Fitness-for-duty test
When an employee shows up early to work every day and the manager assumes this means the employee is diligent and a hard worker, it is likely that a ______ error has occurred.
Halo
When the evaluator forms a generally positive impression of an individual and then artificially extends that general impression to many of that individual's categories of performance, a ______ error has occurred.
Halo
Needs assessment
Is the process of analyzing the difference between what is currently occurring within a job or jobs in comparison with what is required - either now or in the future - based on the organizations operations and strategic goals
Selection
Is the process of choosing the best-qualified applicant who was recruited for a given job
Performance management
Is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization
Onboarding
Is the process of introducing new employees to the organization and their jobs
Electronic performance monitoring (EPM)
Is the process of observing ongoing employee actions using computers or other nonhuman methods
Training
Is the process of teaching employees the skills necessary to perform a job
Extinction
Is the total lack of response, either positive or negative, to avoid reinforcing an undesirable behavior
Emotional Intelligence
Is the way that we identify, understand, and use our own emotions as well as the emotions of others to promote our working relationships
Motivation
Is the willingness to achieve organizational objectives
Negative reinforcement
Is the withdrawal of a harmful thing from the environment in response to a positive action on the part of the subject
Self-efficacy
Is whether people believe that they have the capability to do something or attain a particular goal
What is the critical incident method?
Manager keeps a written record of positive and negative employee performance
What is the management by objectives (MBO)?
Managers and employees jointly set employee objectives. Managers give feedback, evaluate performance, and reward as merited
What is the comparison method of forced distribution
Managers rank all employees within a business unit against one another and grades are distributed along some sort of bell curve
A test measuring the psychological traits or characteristics of applicants to determine suitability for performance in any specific type of job
Personality test
You have to undergo an exam by out doctor to determine whether you can handle the job
Physical exam
Part of the firefighter test is to carry this 50-lb dummy up this ladder in 2 minutes or less
Physical skills
A test designed to ensure that applicants are capable of performing on the job in ways defined by the job specification and description
Physical test
MBO
Measuring results
Determining corrective coaching action
Offer training when ability holds back performance. Offer motivational coaching when motivation is lacking
When a manager assigns someone to work one-on-one with a new employee and show the new employee how the work is done, the training activity known as ______ is occurring.
On-the-job training
The process of introducing new employees to the organization and their new jobs is called ___
Onboarding
The right that means within the organization itself, individuals should be free to express concerns or discontent with organizational policies without fear of harm is the ______.
Right to free speech
A test conducted by providing a sample of the work that the candidate would perform on the job and asking the candidate to perform the task under some type of controlled condition
Work sample
Work sample
____ means that we provide a sample of the work that the candidate would perform on the job and ask the candidate to perform the tasks under controlled conditions
interest test
____ measures a person's intellectual curiosity and motivation in a particular field
Construct validity
____ measures a theoretical concept or trait that is not directly observable
Personality test
____ measures the psychological traits of characteristics of applicants to determine suitability for performance in a specific type of job
UGESP (Uniform Guidelines on Employee Selection Procedures)
____ provides information that can be used to avoid discriminatory hiring practices as well as discrimination in other employment decisions.
Multiple-hurdle selection model
____ requires that each applicant must pass a particular selection test in order to go on to the next tests
Critical incidents method
is a performance appraisal method in which a manager keeps a written record of positive and negative performance of employees throughout the performance period.
Employee development
Is ongoing education to improve knowledge and skills for present and future jobs
Positive reinforcement
Is providing a reward in return for a constructive action on the part of the subject
When an employee feels unchallenged in the current job and has little or no chance of advancement, it is likely a(n) ___ is occurring
Career plateau
Learning
Is any relatively permanent change in behavior that occurs as a result of experience or practice
Punishment
Is the application of an adverse consequence, or the removal of a reward, in order to decrease an unwanted behavior
Reliability
Is the consistency of a test measurement
Remediation
Is the correction of a deficiency or failure in a process or procedure
Validity
Is the extent to which a test measures what it claims to measure
A place where job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential for a particular job
Assessment center
Coaching model
1. Describe current performance 2. Describe desired performance 3. Get a commitment to change 4. Follow up
Types of problem employees
1. Employees who lack ability 2. Employees who lack motivation 3. Employees who violate company policies or codes of conduct 4. Employees with personal problems
Developmental performance appraisal interview conducting
1. Open the interview 2. Agree on objectives 3. Develop plans for meeting the objectives 4. Make a follow-up appt 5. Conclude the interview
Developmental performance appraisal interview preparation
1. Open the interview 2. Go over the assessment form 3. Agree on strengths and areas for improvement 4. Conclude the interview
Evaluate performance appraisal interview conducting
1. Open the interview 2. Go over the assessment form 3. Agree on strengths and areas for improvement 4. Conclude the interview
The Discipline model
1. Refer to past feedback 2. Ask why the undesired behavior was used 3. Give the discipline 4. Get a commitment to change and develop a plan 5. Summarize and state the follow-up
Progressive Discipline
A process in which the employer provides the employee with opportunities to correct poor behavior before terminating them
Gross negligence
A serious failure to exercise care in the work environment
Just cause
A set of standard tests for fairness in disciplinary actions - tests that were originally utilized in union grievance arbitrations
What is the Behavioral Observation scale?
BOS: performance is assessed in terms of the frequency with which specific behaviors are performed
360-degree evaluation
Analyzes individual performance from all sides - from the supervisor's viewpoint, from the subordinates' viewpoint, from customers' viewpoints, from peers, and using the employee's own self-evaluation
When examining the ______ aspect of employee capability, a supervisor would ask questions about the employees' knowledge, experience, education, skills, and training to do a particular task without direction.
Ability
Results
Are a measure of the goals achieved through a work process
Behaviors
Are the actions taken by an individual
When training is complete, the final step is to ___ how effective the training was at developing the needed skills
Assess
When an on-line classroom is set up in which the student can sign in at any point in time and work on the materials while the instructor is not on-line is called ___ learning
Asynchronous distance
Evaluate
Avoid problems by coaching employees between performance evaluations
A performance appraisal that provides a description of each assessment along a continuum
Behaviorally anchored rating scale (BARS) form
Actions taken by an individual are considered ______ in performance management.
Behaviors
The actions taken by an individual
Behaviors
A personality-based tendency, either toward or against something
Bias
In performance appraisal, when a manager rates everyone under their control as average, it is likely that a ______ error has occurred.
Central tendency
An organization needs to have ______ standards for and methods of measuring performance to effectively assess performance.
Clear
Providing ongoing feedback to employees about their job performance is called ______.
Coaching
The organization's mechanism for identifying the ethics and values of the firm that serve as a guide to individual action is called the ______.
Code of Conduct
Part of the selection process is to take our intelligence test
Cognitive ability
An assessment of general intelligence or of some type of aptitude for a particular job
Cognitive ability test
In a performance appraisal, when an employee mentions a lack of resources as a reason for poor performance and the supervisor is able to provide the needed resources to improve performance, the ______ reason for conducting performance appraisals is illustrated.
Communication
Model allowing an individual to do poorly on one test but make up for that poor grade by doing exceptionally well on other tests
Compensatory selection model
An NFL team makes a recruit take an intelligence test. The recruits score is below the acceptable level, so the team refuses to hire the player. The player complains, stating that his intelligence score has nothing to do with him playing football. What evidence do you need to support not hiring the player?
Criterion-related validity
An assessment of the ability of a test to measure some other factor related to the test
Criterion-related validity
a performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period
Critical incident method
Rating behaviors
Critical incident, BARS, behavior observational scale (MBO)
When a manager keeps a small notebook on each employee in which the manager regularly writes down what each employee is doing particularly well or particularly poorly, the manager is using the ______ method of performance appraisal.
Critical incidents
What other exceptions to employment-at-will exist?
Discrimination - employers can not fire someone for otherwise illegal reasons
When employees need to learn at their own pace and without disrupting the work environment, the best training method would be ___ training
Distance
You have to go in the bathroom now and put a sample of your urine in this cup so we can test it
Drug test
If an organization accused an employee of embezzling money and fired the employee immediately and without evidence, the employee's right to ______ would likely be violated.
Due process
The right that means the organization would have a duty to investigate any disciplinary infractions, and the employees would have a right to understand the charges against them, the evidence concerning those charges, and the reasons for the conclusions that led to any disciplinary action by the organization is called the right to ______.
Due process
A posttraining evaluation tests trainees' knowledge of the content of the training is a ___ assessment of training
Learning
Motivate
Focus on positive feature results by offering tools, training, and opportunities to fix problems
Career
Is the individually perceived sequence of attitudes and behaviors associated with work-related experiences and activities over the span of a persons life
Rating traits
Graphic rating scale
A performance appraisal checklist form on which a manager simply rates performance on a continuum such as excellent, good, average, fair and poor
Graphic rating scale form
When a manager rates employee performance on a continuum from excellent to poor, the manager is using the ______ in performance management.
Graphic rating scale form
The performance appraisal instrument that can be used for many different types of jobs, making this appraisal method a one-size-fits-all form that requires minimal time, effort, cost, and training, is the ______.
Graphic rating scales
Performance appraisal
Is the ongoing process of evaluating employee performance
Management counseling
Helping employees understand what is affecting performance of referring employees to an employee assistance program (EAP)
As part of the selection process, you will have to answer questions while being monitored by this machine
Honesty or integrity - polygraph
Competency model
Identifies the knowledge, skills, and abilities (KSAs) needed to perform a particular job in the organization
Traits
Identify the physical or psychological characteristics of a person
What is the progressive discipline?
Informal coaching talk - oral warning - written warning - disciplinary suspension - termination
Serious misconduct
Intentional behavior that has the potential to cause great harm to another or to the company
A test measuring a person's intellectual curiosity and motivation in a particular field
Interest test
Negligent hire
Is a legal concept that says if the organization hires someone who may pose a danger to coworkers, customers, suppliers, or other third parties and if that person then harms someone ese in the course of working for the company, then the company can be held liable for the individuals actions
Graphic Rating Scale form
Is a performance appraisal checklist on which a manager simply rates performance on a continuum such as excellent, good, average, fair, and poor
Ranking
Is a performance appraisal method that is used to evaluate employee performance from best to worst
Behaviorally anchored rating scale (BARS) form
Is a performance appraisal that provides a description of each assessment along a continuum
Bias
Is a personality-based tendency, either toward or against something
Management by objectives (MBO)
Is a process in which managers and employees jointly set objectives for the employees, periodically evaluate performance, and give rewards according to the results
Criterion-related validity
Is an assessment of the ability of a test to measure some other factor related to the test
Content Validity
Is an assessment of whether a test measures knowledge or understanding of the times it is supposed to measure
The set of standard tests for fairness in disciplinary actions that were originally utilized in union grievance arbitrations is called ______.
Just cause
When an employee cannot perform the job well because the employee has not been fully trained, the employee is the ______ type of problem employee.
Lacks ability
When an employee does not really care about reaching the employee's work goals, the employee is the ______ type of problem employee.
Lacks motivation
When an employee is injured because the organization was negligent in maintaining the equipment on which the employee worked, the employee's right to ______ would be violated.
Life and safety
When a supervisor provides feedback about a performance problem that is affecting the employee's job performance but sees no improvements so refers the employee to the company's employee assistance program, the supervisor is providing ______.
Management counseling
When managers and employees jointly set objectives for the employees, periodically evaluate performance, and reward employees according to the results, the ______ of performance management is being used.
MBO - management by objectives method
The ___ stage of career development is the period of time during which the individual seeks personal satisfaction and to continue advancement
Maintenance
Disciplining
Major objective is to change behavior. Coaching should be the first step in dealing with problem employees. Corrective action to get employees to meet standards and code of conduct
A process in which managers and employees jointly set objectives for the employees, periodically evaluate performance, and reward employees according to the results
Management by objectives (MBO) method
The process of giving employees feedback and referring employees with problems that cannot be managed within the work structure to the organization's employee assistance program is called ______.
Management counseling
What is BARS?
Managers use behaviorally based continuum to rate employee performance, often expressed as a numerical scale
Construct validity
Measures a theoretical concept or trait that is not directly observable
The willingness to achieve organizational objectives
Motivation
When examining the ______ aspect of employee capability, a supervisor would ask questions about whether employees have the confidence to do the task and whether they want to do the task.
Motivation
Coaching
Motivational feedback to maintain and improve performance.
Model requiring that each applicant must pass a particular selection test in order to go on to the next test
Multiple-hurdle selection model
Method in which the manager is required to write a statement about the employee's performance
Narrative method or form
When a manager has to write a statement about the employee's performance in the performance appraisal, the ______ is being used.
Narrative method or form
To avoid spending money on unnecessary training, HR managers should perform a ___ assessment to determine what kinds of training needs to be carried out within the org.
Needs
The process of analyzing the difference between what is currently occurring within a job and what is required based on the organizations operations and strategic goals is called ___
Needs assessment
A legal concept that says if the organization hires someone who may pose a danger to coworkers, customers, suppliers, or other third parties, and if that person then harms someone else in the course of working for the company, then the company can be held liable for the individuals actions
Negligent hire
Supervisors
conduct appraisals
Career Plateau
Occurs when an individual feels unchallenged in their current job and has little or not chance of advancement
A paper-and-pencil test is administered so that we can determine whether you have the right characteristics to succeed on the job
Personality and interest test
Evaluating individual employee performance. Vital component of performance management process
Performance appraisal
The ongoing process of evaluating employee performance
Performance appraisal
When a manager asks an employee to complete a review of the employee's past 12 months on the job and then sit down with her manager to go over the review and receive the manager's feedback on the work for the past 12 months, the employee and the manager are engaged in ______.
Performance appraisal
Identifying, measuring, managing, and developing HR performance. Serves as systematic measurement of performance
Performance management
The process of identifying, measuring, managing, and developing the performance of the human resources in an organization
Performance management
Comparison, rating traits, rating behaviors, measuring results
Performance management methods
Things that individuals are allowed to do based on asking permission from an authority are called ______.
Privileges
Progressive discipline
Process in which the employer provides the employee with opportunities to correct poor behavior before terminating them
Employee assistance programs (EAPs)
Programs providing a staff of people who help employees get professional assistance in solving their problems
The process in which the employer provides the employee with opportunities to correct poor behavior before terminating the employee is called ______.
Progressive discipline
If an employer fired an employee for failing to falsify expense reports when requested, the employee would be able to assert the ______ exception to at-will-employment in a wrongful discharge suit.
Public policy
A performance appraisal method that is used to evaluate employee performance from best to worst
Ranking
The performance appraisal method that is used to evaluate all the employees' performance from best to worst is called ______.
Ranking
A post-training evaluation that ask trainees to rate statements from strongly disagree to strongly agree is a ___ assessment of training
Reaction
The consistency of a test measurement
Reliability
You decide to let the job candidate in situation 1 above take the application test again. The next day she took the test again, and the score was within a couple points of her score on the first test. So you again decide not to hire her. What evidence do you need to support this decision?
Reliability
You have developed a new system for predicting future company sales. Your boss wants some proof that it works.
Reliability
When two supervisors are charged with providing performance appraisals on the same employee and both supervisors give the employee the same rating, it is likely that the performance appraisal is ______.
Reliable
What else to consider? what legal issues should we be concerned about?
Requirements clearly communicated, job related, multiple raters, behaviors not traits, appeal mechanisms
Narrative method or form
Requires a manager to write a statement about the employee's performance
A measure of the goals achieved through a work process
Results
A measure of the goals achieved through a work process is called ______ in performance management.
Results
A post-training evaluation that tracks the number of defects in the work of the trainees compared to before the training is a ___ assessment of training
Results
If an organization requires an employee to do something that was significantly against the employee's own values and societal norms that the employee clearly stated, the organization would be violating the employee's ______.
Right of freedom of conscience
Employee rights
Right to due process, right to life and safety, right to free speech, right to privacy, right to freedom of conscience, right to free consent
The process of choosing the best-qualified applicant who was recruited for a given job
Selection
When employees want to go completely at their own pace and be able to study topics they think they need to study, the best training method would be ___ training
Self-directed
In performance appraisal, when a manager evaluates everyone or nearly everyone as below average, it is likely that a ______ error has occurred.
Severity or strictness
Comparisons
Simple ranking, forced distribution
A test where a candidate is put into a high-pressure situation in a controlled environment so that the danger and cost are limited
Simulation
When employees need training on complex situations in an environment that allows them to experiment with solutions and receive feedback would be ___ training
Simulation
To get the drywalling job, you will have to hang, tape, and paste 10 sheets while doing a quality job, all in 3 hours
Skills test
An assessment instrument designed to determine if you have the ability to apply a particular knowledge set
Skills tests
When an employee learns from the consequences of the actions of another rather than from the employee's own actions, ___ learning has occurred
Social
Criterion contamination
Standards do not capture all of an individuals contributions
Criteria for performance measures
Step 1: job analysis Step 2: develop standards and measurement methods; communicate Step 3: informal PA-Coaching and discipline Step 4: prepare for and conduct the formal PA
Mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as the group
Stereotyping
Mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as the group is called ______.
Stereotyping
Guidelines that provide information that can be used to avoid discriminatory hiring practices as well as discrimination in other employment decisions
UGESP Uniform Guidelines on Employee selection Procedures
What are the stand exceptions
The discharge may not violate - implied contract, public policy exceptions, lack of good faith and fair dealing
Management Counseling
The process of giving employees feedback (so they realize that a problem is affecting their job performance) and referring employees with problems that cannot be managed within the work structure to the organization's employee assistance program
Coaching
The process of giving motivational feedback to maintain and improve performance
Leadership
The process of influencing employees to work toward the achievement of organizational objectives
Rights
Things a person in a society is allowed to do without any permission required from an authority
Privileges
Things that individuals are allowed to do based on asking permission from an authority
The physical or psychological characteristics of a person
Traits
When a supervisor rates employees on items such as "thoroughness" and "reliability," the supervisor is rating ______.
Traits
The extent to which a test measures what it claims to measure
Validity
Reliability
____ is the consistency of a test measurement
Validity
____ is the extent to which a test measures what it claims to measure
Selection
____ is the process of choosing the best qualified applicant recruited for a job
Compensatory selection model
____ allows an individual to do poorly on one test but make up for that poor grade by doing exceptionally well on other tests
Simulation
____ allows us to put a candidate in a high-pressure situation but still control the environment so as to limit the danger and cost
Assessment Center
____ are places where job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential for a particular job
Physical test
____ ensures that applicants are capable of performing on the job in ways defined by the job specification and description
Fitness-for-duty test
____ identifies whether or not an employee is physically capable at a particular point in time of performing a specific type of work
Negligent hire
____ is a legal concept that says if the organization selects someone who may pose a danger to coworkers, customers, suppliers, or other third parties, and if that person then harms someone else in the course of working for the company, then the company can be held liable for the individuals actions.
Skills test
____ is an assessment instrument designed to determine whether you have the ability to apply a particular knowledge set
Cognitive ability test
____ is an assessment of general intelligence or of some type of aptitude for a particular job
Criterion-related validity
____ is an assessment of the ability of a test to measure some other factor related to the test.
Content validity
____ is an assessment of whether a test measures knowledge or understanding of the items it is supposed to measure
