Exam 8: Performance Management

Discuss the cognitive aspects of raters and performance appraisals.

Performance appraisals are used for compensation adjustments,training needs,and placement decisions.

Though of importance within the organization,a performance appraisal form serves little use or legal purpose outside of the organization.

Studies show that when supervisors set general goals for employees,performance can improve as much as twice over what it is when more specific goals are set.

The recency effect is a potential evaluator bias that occurs when

Performance __________ is the process by which organizations evaluate employee job performance.

A type of future-oriented evaluation of employee performance and potential,involving multiple types of raters,and evaluation tools is called the _____________________ technique.

Performance appraisals include several variables including corporate culture,organizational benchmarks,and performance management.

Most human resource departments dislike employee appraisals because while they create work,they offer little if any specific information of use to the department itself.

Performance appraisal methods can use a variety of techniques and these techniques can be grouped by how they focus,and can include

An organization can not set performance standards if it has not first set performance measures.

Future-oriented appraisal methods can include

___________ criteria tend to be __________,but _________ criteria are not necessarily ________.

Performance appraisals that carry or enforce consequences tend to lose their effectiveness quite quickly.

A rater bias that occurs when the evaluator allows some piece of information about the employee to disproportionately influence the outcome is called

In performance management,quantitative and qualitative assessments are referred to as

The problem-solving approach to an employee evaluation interview allows the employee to explain reasons,excuses,and defensive feelings about why performance is deficient.

Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.

Of all the characteristics of an effective performance appraisal system below,one can be considered to be of the utmost importance

Human resource specialists design behaviourally anchored rating scales for any given job by collecting descriptions of what would constitute effective and ineffective performance for that job.Information is collected from all the following except