Exam 10: Performance Management

The basic problem with employee self-ratings is

The following are all reasons for the failure of a performance appraisal except

Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal.One example of that form is called the

Rules for constructive criticism include all of the following except

A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called

The following are all steps in developing a behaviourally anchored rating scale except

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal.What criticism of using this method do you advise her about?

Susan, the HR director, is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

The critical incident method of performance appraisal is often used to supplement a

The following steps are all important to ensure that the appraisal interview leads to improved performance except

The easiest appraisal interview to conduct is ________ performance, ________ employee.

360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the

In a behaviourally anchored rating scale, there are critical incident anchors along the

Rating committees are usually composed of the employee's immediate supervisor and

The simplest and most popular technique for appraising employees is the

The individual ratings that are still the heart of most appraisal systems are the

An advantage of the critical incident method is that

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

When preparing for the appraisal interview, there are three things to do.First, assemble the data, second, prepare the employee, and finally,