Exam 8: Performance Management

Validity in performance appraisals means that the criteria for appraising are directly job-related.

Some managers,for various reasons,do not like to evaluate employees as either "effective" or "ineffective" and so tend to rate everyone as "average." This is referred to as the:

Accurate performance appraisals can indicate to employees where they are deficient in their work.

The halo effect is a rater bias that occurs when an evaluator tends to think everyone is good and evaluates all employees as "satisfactory" or "average" regardless of their actual performance

The performance evaluation method that requires a rater to place each employee in order from best to worst is the:

The appraisal method for employee performance that requires a supervisor to record statements that describe extremely effective of ineffective behaviour related to job performance is called the behaviourally anchored rating scales method.

Performance appraisals can be applied to a variety of employee decision making situations including all the following EXCEPT:

It is generally agreed that normally the best person to evaluate employee performance is:

Comparative evaluation methods differ from non-comparative methods in that:

The major problem with employee appraisals for human resource departments is that they tend to make compensation decisions and employee career planning more difficult and less efficient.

A more recent model of performance appraisal divides the appraisal process into three cognitive steps on the part of the rater.

One dimension of performance measures is whether they are objective or subjective.