HR Chapter 7: Performance Management and Appraisal Questions and Answers Rated A

HR Chapter 7: Performance Management and Appraisal Questions and Answers Rated A What is performance management (PM)? a goal-oriented process used to maximize the productivity of employees, teams, and the overall organization What is performance appraisal (PA)? a formal system of review and evaluation of individual and team performance What are the uses of performance appraisal? -Human resource planning -Recruitment and selection -Training and development -Career planning and development -Compensation programs -Internal employee relations -Assessment of employee potential What is the starting point for the performance appraisal process? identifying specific performance goals What performance criteria (standards) exist? What are problems associated with using traits for criteria? -Traits -Behaviors -Competencies -Goal achievement -Improvement potential many of these qualities are subjective and may be either unrelated to job performance or difficult to define. In such cases, inaccurate evaluations may occur and create legal problems for the organization. Court rulings: Wade v Mississippi Cooperative Extension Service When would an organization prefer to use goal achievements for performance criteria? if organizations consider ends more important than means What are examples of competencies? developing talent, delegating authority, and people management skills On what basis should competencies be chosen for appraisal purposes? Should be those that are closely associated with job success What are the possible pros and cons of using the following as appraisers: Immediate supervisor, subordinates, peers and team members, the employee him/herself, customers? What performance appraisal methods exist? - 360 Degree feedback evaluation method - rating scales method - critical incident method - essay method - work standards method - ranking method - forced distribution method - behaviorally anchored rating scales method What are the different types of behavioral systems? -Critical Incident Technique (CIT) -Behaviorally Anchored Rating Scales (BARS) -Behavioral Observation Scale (BOS) Which performance appraisal method is the most highly defensible in court? Why? Behaviorally Anchored Rating Scale (BARS) --because it is based on actual observable job behaviors What problems may exist in performance appraisal? - appraiser discomfort - lack of objectivity - halo/horn error - lenience/strictness - central tendency error - recent behavior bias - personal bias - manipulating the evalution - employee anxiety What is the basic purpose of a performance appraisal (PA) system? What are the characteristics of an effective appraisal system? -Job-related criteria -Performance expectations -Standardization -Trained appraisers -Continuous open communication -Conduct performance reviews Which is the most basic criterion needed in employee performance appraisals? job-relatedness What legal considerations exist regarding performance evaluations? What is the employee's role in the performance appraisal interview?