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