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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. Personal biases/standards - Observation context - Observation timing - Cognitive processing (e.g emotions)
Purpose of Career management
Low reliability across raters
Performance Appraisal
Protean Career Management
2. Evaluating an employee's current and/or past performance relative to his or her performance standards.
Employee Comparisons of Appraisal Methods
Developing BARS
Traits-oriented rating method
Performance Appraisal
3. The problem that occurs when a supervisor tends to rate all subordinates either high or low.
Behaviourally anchored rating scales (BARS)
Alternation Ranking Method
Strictness/Leniency
Purposes of PA Systems
4. Progress was by vertical - upward movements in the same company for the high-performing employees.
Employee Comparisons of Appraisal Methods
Critical Incident Method
Traditional View of Career Management
Paired comparisons
5. Having supervisors electronically monitor the amount of computerized data an employee is processing per day - and thereby his or her performance.
Three groups of appraisal methods
Employee Comparisons of Appraisal Methods
Critical incidents method
Electronic Performance Monitoring (EPM)
6. A system of ensuring the expected performance from employees through a process of - Clarifying expectations - Setting goals - Evaluating individual performance - Giving feedback and rewards
Bias
Performance Appraisal
Life-cycle model of career highlights
Performance Management Definition
7. Behaviour checklist - Graphic rating scales - Behaviourally anchored rating scales (BARS) - Critical incidents method - Ranking of employees - Paired comparisons - Forced distribution
Critical Incident Method
Career Management
Purpose of Career management
Types of behaviour appraisals
8. A tendency to rate all employees the same way - such as rating them all average.
Critical incidents method
Effective PA systems
Central Tendency
Performance appraisal interview process
9. 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
Alternation Ranking Method
Management by Objectives (MBO)
Effective PA systems
Results-oriented rating method
10. 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
Purposes of PA Systems
Paired Comparison Method
Behaviourally anchored rating scales (BARS)
11. 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.
Halo Effect
Strictness/Leniency
Performance Management
Performance Appraisal
12. Ranking employees from best to worst on a particular trait - choosing highest - then lowest - until all are ranked.
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Paired comparisons
Strictness/Leniency
Alternation Ranking Method
13. Rank order - Paired comparisons - Forced distribution
Forced distribution
Employee Comparisons of Appraisal Methods
Traits-oriented rating method
Appraisal Interview
14. Graphic scales with different points on the scale which are behaviourally defined based on a prior analysis of critical incidents of the job.
Behaviourally anchored rating scales (BARS)
Halo Effect
Traits-oriented rating method
Electronic Performance Monitoring (EPM)
15. An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Critical incidents method
Forced distribution
Alternation Ranking Method
Appraisal Interview
16. The assessment of employees on a set of behaviours identified as being related to job-performance. Leads to long-term employee perspectives. Many methods.
Alternation Ranking Method
Behaviour-oriented rating method
Halo Effect
Performance Management Definition
17. The tendency to allow individual differences such as age - race and sex to affect the appraisal ratings employees receive.
Bias
Performance Management Definition
Response biases in performance appraisal
Critical incidents method
18. The assessment of employees on the extent to which the expected results have been achieved. Leads to short-term employee perspectives.
Protean Career Management
Alternation Ranking Method
Purposes of PA Systems
Results-oriented rating method
19. An appraisal that is too open to interpretation.
Paired comparisons
Critical Incident Method
Unclear Standards
Types of behaviour appraisals
20. 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.
Protean Career Management
Critical incidents method
Performance Appraisal
Central Tendency
21. 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
Purposes of PA Systems
Performance Management Definition
Behaviourally anchored rating scales (BARS)
Life-cycle model of career highlights
22. 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
Effective PA systems
Management by Objectives (MBO)
Critical Incident Method
Halo Effect
23. Be aware of their interests - skills and values - Build on their strengths and weaknesses - Identify career goals and job opportunities
Career Management
Unclear Standards
Purpose of Career management
Bias
24. 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
Paired Comparison Method
Career Management
Common sources of error in performance appraisal
Developing BARS
25. 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
Forced Distribution Method
Forced distribution
Halo Effect
26. 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)
Purposes of PA Systems
Traits-oriented rating method
Protean Career Management
Central Tendency
27. Who conducts performance appraisals?
Traits-oriented rating method
Behaviourally anchored rating scales (BARS)
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Performance Appraisal
28. 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.
Halo Effect
Performance appraisal interview process
Critical Incident Method
Purpose of Career management
29. 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.
Paired comparisons
Upper management - Direct supervisor - Peers - Subordinates - External client - Self
Three groups of appraisal methods
Halo Effect
30. 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.
Employee Comparisons of Appraisal Methods
Critical incidents method
Results-oriented rating method
Career Management
31. Halo and Horn effects - Leniency and severity - Central tendency
Employee Comparisons of Appraisal Methods
Common sources of error in performance appraisal
Purposes of PA Systems
Unclear Standards
32. 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.
Performance appraisal interview process
Central Tendency
Graphic Rating Scale
Performance Appraisal
33. Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories.
Types of behaviour appraisals
Forced Distribution Method
Traits-oriented rating method
Three groups of appraisal methods
34. The continuous process of identifying - measuring - and developing the performance of individuals and teams and aligning their performance with the organization's goals.
Performance Management
Traditional View of Career Management
Career Management
Critical Incident Method
35. Proximity errors - Contrast effects
Critical incidents method
Response biases in performance appraisal
Employee Comparisons of Appraisal Methods
Central Tendency
36. Traits-oriented rating method - Behaviour-oriented rating method - Results-oriented rating method
Performance Management
Low reliability across raters
Three groups of appraisal methods
Performance Management Definition
37. Common sources of error in performance evaluation - Response biases - Low reliability across raters
Performance Evaluation Error-Based Approach
Effective PA systems
Alternation Ranking Method
Graphic Rating Scale
38. 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
Halo Effect
Purposes of PA Systems
Performance appraisal interview process
Purpose of Career management
39. 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
Strictness/Leniency
Results-oriented rating method
Purposes of PA Systems
Employee Comparisons of Appraisal Methods
40. 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.
Paired Comparison Method
Developing BARS
Halo Effect
Career Management