Exam Bank for Performance Management- Questions and Correct Answers Latest Update 2024
the use of technology such as web benefits - Answers it can reduce the administrative burden of
performance appraisal and improve the accuracy of performance reviews
performance appraisal is - Answers an administrative duty performed by managers and was primarily
the responsibility of the hr function
properly conducted appraisals - Answers help identify the strongest and weakest employees
perfomance management - Answers the process through which managers ensure that employees
activities and outputs are congruent with the organizations goals
perfomance management system (PMS) - Answers three parts: defining performance, measuring
performance, and pervading back performance information
perfomance appraisal - Answers the process through which an organization gets information on how
well an employee is doing on his or her job
performance feedback - Answers the process of providing employees information regarding their
performance effectiveness (may also include rewards through compensation such as merit increases or
bonuses).
first step in performance management - Answers Starts with understanding and identifying important
performance outcomes or results, these outcomes or results benefit customers, employees, and peers.
second step in performance management - Answers Involves understanding the process or how to
achieve the goals established in the first step, includes identifying measurable goals, behaviors, and
activities that will help the employee achieve the results
step three in performance management - Answers Involves providing employees with training,
necessary resources and tools, and frequent feedback communication between the employee and
manager focusing on accomplishments as well as issues and challenges
step four in performance management - Answers Involves performance evaluation, that is when the
manager and employee discuss and compare the targeted performance goal and supporting behaviors
with the actual results
how to make formal evaluation effective - Answers by engaging in frequent performance conversations
with employees rather than wait for the formal annual review
step five in performance management - Answers the Employee and manager identifying on what they
can do to capitalize on strengths and weaknesses
step six in performance management - Answers Provide consequences to performance results for
achieving or failing to achieve
, What are the steps in Performance Management Process? - Answers define performance outcomes for
company,division, and department, develop employee goals behavior, and actions to achieve outcomes,
provide support and on going performance discussions, evaluate performance, identify improvements,
and provide consequences to results
the purpose of performance management (three kinds) - Answers strategic, administrative, and
developmental
strategic purpose - Answers should link activities with the organizations goals, strategies are
implemented through defining results, behaviors and to some other extent employee characteristics
that are necessary for carrying out that strategy
administrative purpose - Answers organizations use Pm in many admin decisions, salary administration
(pay raise), promotions, retention-determination, layoffs and recognition of the individual
developmental purpose - Answers third purpose of pm is to develop employees who are effective at
their jobs, when employees are not performing well pm seeks to improve their performance
performance management system identifies not only any deficient aspects of employees but - Answers
the cause of the deficiencies for example a skill or motivational problem that will hold the employee
back
when confrontations arise during the developmental purpose managers tend to - Answers believe this
strains everyday working relationships, thus giving high ratings to all employees enables a manager to
minimize conflicts but this purpose is then not fully achieved
performance measures criteria includes - Answers strategic congruence, validity, reliability,
acceptability, and specificity
strategic congruence - Answers Is the extent to which a performance management system elicits job
performance that is consistent with the organization's strategy, goals, and culture
companies like coco-cola, HP, and Fed Ex have introduced measures such as critical success factors, CFS
are - Answers Factors in a companies business strategy that give it a competitive edge
one challenge that companies face are - Answers Measuring customer loyalty, employee satisfaction and
other nonfinacial performance measures that affect profitability
Validity - Answers The extent to which a performance measure assesses all the relevant- and only the
relevant aspects of job performance
For performance to be valid it must be - Answers It must not be deficient or contaminated
Validity is concerned with maximizing - Answers the overlap between actual job performance and the
measure of job performance
A performance measure is deficient if - Answers It does not measure all aspects of performance
the use of technology such as web benefits - Answers it can reduce the administrative burden of
performance appraisal and improve the accuracy of performance reviews
performance appraisal is - Answers an administrative duty performed by managers and was primarily
the responsibility of the hr function
properly conducted appraisals - Answers help identify the strongest and weakest employees
perfomance management - Answers the process through which managers ensure that employees
activities and outputs are congruent with the organizations goals
perfomance management system (PMS) - Answers three parts: defining performance, measuring
performance, and pervading back performance information
perfomance appraisal - Answers the process through which an organization gets information on how
well an employee is doing on his or her job
performance feedback - Answers the process of providing employees information regarding their
performance effectiveness (may also include rewards through compensation such as merit increases or
bonuses).
first step in performance management - Answers Starts with understanding and identifying important
performance outcomes or results, these outcomes or results benefit customers, employees, and peers.
second step in performance management - Answers Involves understanding the process or how to
achieve the goals established in the first step, includes identifying measurable goals, behaviors, and
activities that will help the employee achieve the results
step three in performance management - Answers Involves providing employees with training,
necessary resources and tools, and frequent feedback communication between the employee and
manager focusing on accomplishments as well as issues and challenges
step four in performance management - Answers Involves performance evaluation, that is when the
manager and employee discuss and compare the targeted performance goal and supporting behaviors
with the actual results
how to make formal evaluation effective - Answers by engaging in frequent performance conversations
with employees rather than wait for the formal annual review
step five in performance management - Answers the Employee and manager identifying on what they
can do to capitalize on strengths and weaknesses
step six in performance management - Answers Provide consequences to performance results for
achieving or failing to achieve
, What are the steps in Performance Management Process? - Answers define performance outcomes for
company,division, and department, develop employee goals behavior, and actions to achieve outcomes,
provide support and on going performance discussions, evaluate performance, identify improvements,
and provide consequences to results
the purpose of performance management (three kinds) - Answers strategic, administrative, and
developmental
strategic purpose - Answers should link activities with the organizations goals, strategies are
implemented through defining results, behaviors and to some other extent employee characteristics
that are necessary for carrying out that strategy
administrative purpose - Answers organizations use Pm in many admin decisions, salary administration
(pay raise), promotions, retention-determination, layoffs and recognition of the individual
developmental purpose - Answers third purpose of pm is to develop employees who are effective at
their jobs, when employees are not performing well pm seeks to improve their performance
performance management system identifies not only any deficient aspects of employees but - Answers
the cause of the deficiencies for example a skill or motivational problem that will hold the employee
back
when confrontations arise during the developmental purpose managers tend to - Answers believe this
strains everyday working relationships, thus giving high ratings to all employees enables a manager to
minimize conflicts but this purpose is then not fully achieved
performance measures criteria includes - Answers strategic congruence, validity, reliability,
acceptability, and specificity
strategic congruence - Answers Is the extent to which a performance management system elicits job
performance that is consistent with the organization's strategy, goals, and culture
companies like coco-cola, HP, and Fed Ex have introduced measures such as critical success factors, CFS
are - Answers Factors in a companies business strategy that give it a competitive edge
one challenge that companies face are - Answers Measuring customer loyalty, employee satisfaction and
other nonfinacial performance measures that affect profitability
Validity - Answers The extent to which a performance measure assesses all the relevant- and only the
relevant aspects of job performance
For performance to be valid it must be - Answers It must not be deficient or contaminated
Validity is concerned with maximizing - Answers the overlap between actual job performance and the
measure of job performance
A performance measure is deficient if - Answers It does not measure all aspects of performance
