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Test your basic knowledge |
Performance Appraisal
Start Test
Study First
Subject
:
business-skills
Instructions:
Answer 40 questions in 15 minutes.
If you are not ready to take this test, you can
study here
.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.
This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. An appraisal technique that attempts to eliminate the severity - leniency and/or central tendency errors on the part of the rater by requiring the rater to place the ratees on a normal curve where a specified small percentage are rated as 'excellent
Forced distribution
Behaviourally anchored rating scales (BARS)
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Critical incidents method
2. Traits-oriented rating method - Behaviour-oriented rating method - Results-oriented rating method
Three groups of appraisal methods
Career Management
Response biases in performance appraisal
Central Tendency
3. a.) Preparation: self-appraisal received by supervisor and supervisor reviews relevant documentation b.) Interview: Superviser and supervisee share their views re supervisee's performance. Current-to-expected performance gaps identified and T&D needs
Forced Distribution Method
Performance Appraisal
Performance appraisal interview process
Results-oriented rating method
4. Graphic scales with different points on the scale which are behaviourally defined based on a prior analysis of critical incidents of the job.
Career Management
Response biases in performance appraisal
Behaviourally anchored rating scales (BARS)
Purpose of Career management
5. The assessment of employees on the extent to which the expected results have been achieved. Leads to short-term employee perspectives.
Response biases in performance appraisal
Results-oriented rating method
Paired Comparison Method
Life-cycle model of career highlights
6. Having supervisors electronically monitor the amount of computerized data an employee is processing per day - and thereby his or her performance.
Protean Career Management
Unclear Standards
Performance Management Definition
Electronic Performance Monitoring (EPM)
7. Rank order - Paired comparisons - Forced distribution
Forced Distribution Method
Employee Comparisons of Appraisal Methods
Appraisal Interview
Life-cycle model of career highlights
8. The process by which employees acheive their career goals with assistance from the organisation through various activities to clarify one's strengths - weaknesses - interests - competencies and values. The desired outcome of training and performan
Career Management
Forced Distribution Method
Critical Incident Method
Forced distribution
9. An appraisal technique where a superior is required to compare each employee with every other employee in pairs and compute each one's overall rank based on the aggregating the ranks received in pairs.
Appraisal Interview
Paired comparisons
Employee Comparisons of Appraisal Methods
Management by Objectives (MBO)
10. Ranking employees from best to worst on a particular trait - choosing highest - then lowest - until all are ranked.
Career Management
Alternation Ranking Method
Traits-oriented rating method
Appraisal Interview
11. 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.
Critical Incident Method
Forced distribution
Types of behaviour appraisals
Developing BARS
12. Who conducts performance appraisals?
Unclear Standards
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Forced distribution
Types of behaviour appraisals
13. Common sources of error in performance evaluation - Response biases - Low reliability across raters
Management by Objectives (MBO)
Performance Evaluation Error-Based Approach
Developing BARS
Types of behaviour appraisals
14. In performance appraisal - the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.
Effective PA systems
Results-oriented rating method
Halo Effect
Traditional View of Career Management
15. EXLPORATION: >30 years who seeks to identify one's interests and skills and the job that fits with them ESTABLISHMENT: 30-45 years seeking growth and development MAINTENANCE: 45-60 years seeking to hold onto accomplishments and update skills DISENGAG
Employee Comparisons of Appraisal Methods
Performance appraisal interview process
Life-cycle model of career highlights
Critical incidents method
16. The continuous process of identifying - measuring - and developing the performance of individuals and teams and aligning their performance with the organization's goals.
Paired Comparison Method
Performance Management
Bias
Employee Comparisons of Appraisal Methods
17. The management of one's career with reference to one's life-goals rather than work goals - where the primary responsibility for managing career is with the individual not the organisation.
Types of behaviour appraisals
Career Management
Protean Career Management
Performance appraisal interview process
18. Behaviour checklist - Graphic rating scales - Behaviourally anchored rating scales (BARS) - Critical incidents method - Ranking of employees - Paired comparisons - Forced distribution
Types of behaviour appraisals
Performance appraisal interview process
Bias
Paired comparisons
19. Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Central Tendency
Results-oriented rating method
Paired Comparison Method
20. Halo and Horn effects - Leniency and severity - Central tendency
Types of behaviour appraisals
Halo Effect
Common sources of error in performance appraisal
Appraisal Interview
21. The assessment of employees on a few personality traits identified as being related to job performance. Least popular due to inconsistent correlations (except moderate one for conscientiousness)
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Performance Evaluation Error-Based Approach
Critical incidents method
Traits-oriented rating method
22. A system of ensuring the expected performance from employees through a process of - Clarifying expectations - Setting goals - Evaluating individual performance - Giving feedback and rewards
Performance Management Definition
Graphic Rating Scale
Behaviour-oriented rating method
Results-oriented rating method
23. 1.) Examples of effective and ineffective behaviour related to the job are collected by SME's 2.) These data are then converted into performance dimensions by: - grouping behaviours into groups of 'like' - defining that group of behaviours 3.) SME's
Developing BARS
Traits-oriented rating method
Performance Evaluation Error-Based Approach
Career Management
24. The problem that occurs when a supervisor tends to rate all subordinates either high or low.
Central Tendency
Traditional View of Career Management
Strictness/Leniency
Developing BARS
25. Progress was by vertical - upward movements in the same company for the high-performing employees.
Traditional View of Career Management
Forced Distribution Method
Paired comparisons
Three groups of appraisal methods
26. A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or level of performance for each trait.
Graphic Rating Scale
Protean Career Management
Three groups of appraisal methods
Central Tendency
27. Proximity errors - Contrast effects
Electronic Performance Monitoring (EPM)
Response biases in performance appraisal
Forced distribution
Performance appraisal interview process
28. Provide feedback on various performance criteria (poorly conducted it might lead to low morale and perceived equity) - Providing legal and formal justification for organisations to make employment decisions - Identifying developmetal needs of employe
Purposes of PA Systems
Performance Management
Life-cycle model of career highlights
Graphic Rating Scale
29. A tendency to rate all employees the same way - such as rating them all average.
Appraisal Interview
Behaviourally anchored rating scales (BARS)
Paired Comparison Method
Central Tendency
30. The tendency to allow individual differences such as age - race and sex to affect the appraisal ratings employees receive.
Halo Effect
Low reliability across raters
Bias
Critical Incident Method
31. The assessment of employees on a set of behaviours identified as being related to job-performance. Leads to long-term employee perspectives. Many methods.
Behaviour-oriented rating method
Career Management
Protean Career Management
Alternation Ranking Method
32. Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories.
Forced distribution
Halo Effect
Types of behaviour appraisals
Forced Distribution Method
33. The listing and analysis of incidents relating to ineffective job-performance with a view to assessing the worth of a job and/or the performance of an employee. It is emplyed in job-analysis as well as PA.
Electronic Performance Monitoring (EPM)
Paired comparisons
Paired Comparison Method
Critical incidents method
34. Job related and based on JA - Properly administered (formal - standardized and straightforward)- Properly documented (PA ratings - interviews & goals) - Specific feedback (goal setting - T and D - Milestones) - Focus on behaviours rather than tra
Low reliability across raters
Effective PA systems
Unclear Standards
Forced Distribution Method
35. Be aware of their interests - skills and values - Build on their strengths and weaknesses - Identify career goals and job opportunities
Critical Incident Method
Traits-oriented rating method
Halo Effect
Purpose of Career management
36. Personal biases/standards - Observation context - Observation timing - Cognitive processing (e.g emotions)
Developing BARS
Low reliability across raters
Graphic Rating Scale
Forced distribution
37. An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Appraisal Interview
Performance Management Definition
Performance Appraisal
Effective PA systems
38. Results-oriented appraisal system which sets specific goals and key result areas (KRA's) for each employee based on the overall goals of the organisation - and evaluates the employee's performance against such KRA's so that the evaluation is based o
Electronic Performance Monitoring (EPM)
Performance Evaluation Error-Based Approach
Paired Comparison Method
Management by Objectives (MBO)
39. Evaluating an employee's current and/or past performance relative to his or her performance standards.
Electronic Performance Monitoring (EPM)
Performance Appraisal
Protean Career Management
Paired comparisons
40. An appraisal that is too open to interpretation.
Unclear Standards
Response biases in performance appraisal
Purpose of Career management
Employee Comparisons of Appraisal Methods