Exam 10: Performance Management and Appraisal

Raul, an HR Manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives (MBO) in his organization. He starts by establishing objectives that are realistically attainable. Which of the following is most likely to be Raul's next step?

Differentiate between the strategic uses and administrative uses of performance appraisals.

Which of the following is most likely to make managers more responsive toward employees?

Which of the following uses of performance appraisals looks within the organization to provide consistency between individual and organization performance?

Which of the following is a subjective measure of performance?

Describe the appraisal discussion.

_____ require managers to differentiate the performance levels of their employees using techniques such as ranking and forced distribution.

Feedback and recognition are important aspects of a performance-driven culture as they give employees information and encouragement for their accomplishments.

The use of _____ can cause rater error because it might not accurately reflect the relative importance of certain job characteristics.

A supervisor's rating of an employee's attitude is classified as an objective measure of performance.

In organizational cultures based on an entitlement approach, performance evaluations link results to employee compensation and development.

The performance management process starts by identifying the strategic goals an organization needs to accomplish to remain competitive and profitable.

The halo effect is the tendency to rate people relative to others rather than against performance standards.

_____ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

In the context of graphic rating scales, which of the following is a behavioral dimension?

Define behaviorally anchored rating scales (BARSs).

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

When conducting performance appraisals, Steve, an Operations Manager at Pucoy Inc., provides his team members with feedback about their work and discusses areas of improvement for their future growth in the company. In this scenario, Steve demonstrates a(n) _____ use of performance appraisal.

The _____ method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Clarity, conflicts, confidence, and conviction are the four elements of feedback that can inspire employees to improve their performance.