HR Chapter 7 & 12 Comprehensive

Performance management (PM) - correct answer a goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization. Performance appraisal (PA) - correct answer a formal system of review and evaluation of individual or team task performance. 360-degree feedback evaluation method - correct answer based on the reliance of multiple sources to provide information about an employee's performance. This includes evaluations from senior managers, the employee themselves, a supervisor, subordinates, peers, team members, and internal or external customers. Forced distribution method - correct answer sometimes referred to as a stacked ranking system, assigns employees to groups that represent the entire range of performance. Paired Comparison - correct answer supervisors compare each employee to every other employee, identifying the better performer in each pair Behavioral systems - correct answer rate employees on the extent to which they display successful job performance behaviors Critical incident technique (CIT) - correct answer requires job incumbents and their supervisors to identify performance incidents that distinguish successful performances from unsuccessful performances Behaviorally anchored rating scales (BARS) - correct answer write the incidents as expectations to emphasize the fact that the employees does not have to demonstrate the exact behavior that is used as an anchor to be rated at that level. Behavioral observation scale (BOS) - correct answer displays illustrations of positive incidents or behaviors of job performance for various job dimensions Results-based performance appraisal - correct answer focus on measurable outcomes such as an individual's or team's sales, customer service ratings, productivity, reduced incidence of workplace injuries, and so forth. Management by objectives (MBO) - correct answer determine objectives for employees to meet during the rating period and employees appraise how well they have achieved their objectives. Work standards method - correct answer a PA method that compares each employee's performance to a predetermined standard or expected level of output Rating errors - correct answer reflect differences between human judgement processes versus objective, accurate assessments uncolored by bias, prejudice, or other subjective, extraneous influences. Bias errors - correct answer happen when the rater evaluates the employee based on a personal negative or positive opinion of the employee rather than on the employee's actual performance Positive halo effect - correct answer when a rater generalizes an employee's good behavior in one aspect of the job to all aspects of the job Negative halo effect - correct answer Also known as horn error, when a rater generalizes an employee's bad behavior in one aspect of the job to all aspects of the job Illegal discriminatory bias - correct answer wherein a supervisor rates members of his or her race, gender, nationality, or religion more favorable than members of other classes Contrast errors - correct answer when they compare an employees rather than to specific, explicit performance standards. Errors of central tendency - correct answer when supervisors rate all employees as average or close to average Leniency error - correct answer managers tend to appraise employees' performance more highly than they really rate compared with objective criteria Strictness errors - correct answer when a supervisor rates an employee's performance lower than it would be if compared against objective criteria How is a PA used? - correct answer It is valuable for use in human resource functions, such as human resource planning, recruitment and selection, training and development, career planning and development, compensation programs, internal employee relations, and assessment of employee potential. The performance appraisal process - correct answer 1. Identification of specific goals 2. Job expectations are then established 3. Examining actual work 4. Performance is then appraised 5. Discussing the appraisal with the employee Who evaluates? - correct answer Immediate supervisors, subordinates, peers, team members, self-appraisal, and customer appraisal What is evaluated? - correct answer Can be traits, behaviors, competencies, goal achievement, or improvement potential Characteristics of an effective appraisal system - correct answer 1. Job-Related 2. Gives expectations 3. Standardized 4. Uses trained appraisers 5. Maintains communication 6. Provides due process Deficient - correct answer Failing to measure or include all aspects of the appraisal Contamination - correct answer Error that occurs when extraneous factors are evaluated in the process Relevant - correct answer an appropriate PA system; one that measures all aspects appropriately Rating Scales - correct answer quick evaluation giving numbers or a level for rating certain aspects of performance Work Standards - correct answer an evaluation that looks at an average or industry standard and then compares their employees to that Ranking - correct answer Ordering the employees from best to worst or vice-versa based on different aspects of their jobs Essay - correct answer a narrative evaluation that allows for explanation of strengths or weaknesses as well as areas of improvement How to do the appraisal interview? - correct answer 1. Schedule the interview 2. Allo