Exam 9: Performance Management and Appraisal

Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey most likely do next?

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

During an exit interview, a supervisor and a subordinate review the appraisal and make plans to correct deficiencies and reinforce strengths.

All of the following are benefits of using computerized or Web-based performance appraisal systems EXCEPT ________.

The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.

All of the following are reasons for appraising an employee's performance EXCEPT ________.

In a brief essay, discuss the components necessary for an effective performance management process.

What usually occurs when employees rate themselves for performance appraisals?

In most firms, a rating committee used for performance appraisals consists of ________ members.

Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?

The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals is known as ________.

Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used?

All of the following guidelines will most likely improve the effectiveness of a performance appraisal EXCEPT ________.

The advantages of using BARS as a performance appraisal tool are the method's accuracy, clear standards, and consistency.

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Supervisors at Sun Microsystems use the forced distribution method to evaluate performance, so they must ensure that the proportions in each category are symmetrical.

Which of the following is NOT one of performance management's six basic elements?

A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal.

Unclear standards on a performance appraisal tool will most likely lead to unfair appraisals because performance traits are too open for interpretation.

Which of the following is NOT one of the recommended guidelines for setting effective employee goals?