HROB*2290 - Final EXAM 2025
QUESTIONS AND ANSWERS
Performance appraisal - ANS is evaluating an employee's current and/or past performance
relative to performance standards
Performance appraisal process - ANS is a three-step appraisal process involving (1) setting
work standards, (2)assessing the employee's actual performance relative to those standards,
and (3) providing feedback to the employee to help eliminate performance deficiencies or to
continue to perform above par
Performance management - ANS is the process encompassing all activities related to
improving employee performance, productivity, and effectiveness
Coaching - ANS is a process for improving work performance, in a frequent contact, hands-on
process aimed at helping employees improve performance and capabilities.
Task performance - ANS is an individual's direct contribution to their job-related processes.
Contextual performance - ANS is an individual's indirect contribution to the organization by
improving the organizational, social, and psychological behaviours that contribute to
organizational effectiveness beyond those specified for the job.
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, Electronic performance monitoring (EPM) - ANS is having supervisors electronically monitor
or observe the employee's output or whereabouts using computerized data to capture an
employee's daily output and thereby their performance.
Formal appraisal discussion - ANS is an interview in which the supervisor and employee
review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Types of appraisal outcomes:
Satisfactory - promotable
Satisfactory - not promotable
Unsatisfactory - correctable
Unsatisfactory - uncorrectable
Graphic rating scale - ANS 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 their level of
performance for each trait.
- Simplest and most popular technique
Alternation ranking scale - ANS Ranking employees from best to worst on a particular trait.
Paired comparison method - ANS Ranking employees by making a chart of all possible pairs
of employees for each trait and indicating the better employee of the pair.
Forced distribution method - ANS Predetermined percentages of ratees are placed in various
performance categories.
- criticized and little used
Critical incident method - ANS is keeping a record of uncommonly good or undesirable
examples of an employee's work-related behaviour and reviewing the list with the employee at
predetermined times.
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@COPYRIGHT BRAINBARTER 2025/2026
, Behaviourally anchored rating scales (BARS) - ANS is an appraisal method that aims to
combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a
quantified scale with specific narrative examples of good and poor performance
Management by objectives (MBO) - ANS involves setting specific measurable goals with the
employee involved in the goal-setting process and periodically reviewing the progress made.
Goals must not be too easy or too difficult
Potential problems with MBO - ANS - Setting unclear, unmeasurable objectives.
- Time consuming.
- Employee may push for lower goals; manager pushes for higher goals.
Mixing the methods - ANS • Most firms combine several appraisal techniques.
• Determining factors include resource constraints (time, money, people) and organizational
factors (budget, turnover, strategy).
Unclear performance standards - ANS An appraisal scale that is too open to interpretation of
traits and standards.
Halo effect - ANS A positive initial impression that distorts an interviewer's rating of a
candidate because subsequent information is judged with a positive bias influenced by rating
on one specific trait.
Central tendency - ANS A tendency to rate all employees in the middle of the scale overusing
"average" rating.
Strictness/leniency - ANS The problem that occurs when a supervisor has a tendency to rate
all employees either low or high.
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@COPYRIGHT BRAINBARTER 2025/2026
QUESTIONS AND ANSWERS
Performance appraisal - ANS is evaluating an employee's current and/or past performance
relative to performance standards
Performance appraisal process - ANS is a three-step appraisal process involving (1) setting
work standards, (2)assessing the employee's actual performance relative to those standards,
and (3) providing feedback to the employee to help eliminate performance deficiencies or to
continue to perform above par
Performance management - ANS is the process encompassing all activities related to
improving employee performance, productivity, and effectiveness
Coaching - ANS is a process for improving work performance, in a frequent contact, hands-on
process aimed at helping employees improve performance and capabilities.
Task performance - ANS is an individual's direct contribution to their job-related processes.
Contextual performance - ANS is an individual's indirect contribution to the organization by
improving the organizational, social, and psychological behaviours that contribute to
organizational effectiveness beyond those specified for the job.
1
Page
@COPYRIGHT BRAINBARTER 2025/2026
, Electronic performance monitoring (EPM) - ANS is having supervisors electronically monitor
or observe the employee's output or whereabouts using computerized data to capture an
employee's daily output and thereby their performance.
Formal appraisal discussion - ANS is an interview in which the supervisor and employee
review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Types of appraisal outcomes:
Satisfactory - promotable
Satisfactory - not promotable
Unsatisfactory - correctable
Unsatisfactory - uncorrectable
Graphic rating scale - ANS 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 their level of
performance for each trait.
- Simplest and most popular technique
Alternation ranking scale - ANS Ranking employees from best to worst on a particular trait.
Paired comparison method - ANS Ranking employees by making a chart of all possible pairs
of employees for each trait and indicating the better employee of the pair.
Forced distribution method - ANS Predetermined percentages of ratees are placed in various
performance categories.
- criticized and little used
Critical incident method - ANS is keeping a record of uncommonly good or undesirable
examples of an employee's work-related behaviour and reviewing the list with the employee at
predetermined times.
2
Page
@COPYRIGHT BRAINBARTER 2025/2026
, Behaviourally anchored rating scales (BARS) - ANS is an appraisal method that aims to
combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a
quantified scale with specific narrative examples of good and poor performance
Management by objectives (MBO) - ANS involves setting specific measurable goals with the
employee involved in the goal-setting process and periodically reviewing the progress made.
Goals must not be too easy or too difficult
Potential problems with MBO - ANS - Setting unclear, unmeasurable objectives.
- Time consuming.
- Employee may push for lower goals; manager pushes for higher goals.
Mixing the methods - ANS • Most firms combine several appraisal techniques.
• Determining factors include resource constraints (time, money, people) and organizational
factors (budget, turnover, strategy).
Unclear performance standards - ANS An appraisal scale that is too open to interpretation of
traits and standards.
Halo effect - ANS A positive initial impression that distorts an interviewer's rating of a
candidate because subsequent information is judged with a positive bias influenced by rating
on one specific trait.
Central tendency - ANS A tendency to rate all employees in the middle of the scale overusing
"average" rating.
Strictness/leniency - ANS The problem that occurs when a supervisor has a tendency to rate
all employees either low or high.
3
Page
@COPYRIGHT BRAINBARTER 2025/2026
