Exam 8: Performance Management

A recent method of employee appraisal involving evaluations made by the employee as well as by his or her peers,supervisors,and subordinates is called the 360-degree performance appraisal.

A performance review session where a supervisor allows an employee to explain reasons,excuses,and defensive feelings about performance is called the:

Maintaining reliability in performance evaluation is highly desirable and easy to achieve,particularly if sufficiently different raters and different appraisal instruments are employed.

The recency effect is NOT a performance evaluation bias that occurs in employee performance appraisals.

A performance management system attempts to achieve which of the following objectives?

Rater biases in personnel evaluation can include all of the following EXCEPT the:

The best way to describe an effective performance appraisal system is that it is a __________ process.

The ability of performance evaluators to make valid judgments on complex information is referred to as the cognitive aspect of the rating process.

Which of the following is NOT one of the six steps for creating a Performance Improvement Plan (PIP)?

To provide an accurate picture of an individual's job performance,appraisal systems should do all the below EXCEPT:

Direct observation occurs when a rater actually sees the employee's __________.

The performance appraisal process is NOT an effective tool to measure the value of the human resource management function.

The ideal performance management system provides incentives for employees to concentrate on improving things that contribute the most to value creation.

Which of the following characteristics of an effective performance management process,can be considered to be of the utmost importance?

Performance management systems should be:

The one thing performance appraisals cannot do regardless of how well they are designed,is avoid discrimination under employment equity.

Performance appraisal is the process by which organizations:

Validity in performance appraisals refers to the:

One employee evaluation method that attempts to appraise future potential by using multiple types of evaluation and multiple raters is:

Performance management (performance appraisal)serves a number of uses including all of the following EXCEPT: