PERFORMANCE APPRAISAL
A performance appraisal system that does not force managers to give false or misleading measurements and instead facilitates open,job related discussions between the supervisor and the employee is:
a)Management by objectives
b)total quality control
c)a performance management system
d)self-managed teams
c)a performance management system
What is Performance management?
Managing and developing employee performance to foster growth within the organisation
one difference between performance management and performance appraisal?
Performance appraisal is a system while performance management is a process
When conducting the appraisal interview the following should be kept in ind except:
a)develop an action plan
b)be direct and specific
c)encourage the person to talk
d) don't get personal
e) talk in generalities.
e) talk in generalities.
True or False: Performance appraisal require feedback sessions in which performance and progress discussed and plans are made for development that is required
TRUE
Which of the following is true about performance management?
A)it is indirectly related to achieving strategic objectives.
B)better performance management represents a largely untapped opportunity to improve company profitability.
C)the process does not involve coaching.
D)the process contains 3 steps.
B) better performance management represents a largely untapped opportunity to improve company profitability.
True or False: It would be a disadvantage for firms to combine several appraisal tools
FALSE
When preparing for the appraisal interview, there are 3 things to do. fist, assemble the data;second, prepare the employee; and finally:
a)choose the time and place
b)lay out an action plan
c)document all information to be discussed in the interview
d)prepare the appraisal examination
e)do the performance appraisal
a)choose the time and place
mention 3 objectives of performance appraisal system?
1) To increases the employee effectiveness by helping them understand their role better.
2) To help the employees understand their strengths and weakness in the current role.
3) To prepare the employees for higher roles.
4) To create a positive work atmosphere.
The term performance rating system stands for
a)a grade or score concerning the overall performance
b)the information about the extent to which the work objectives were met
c)the past objectives of the organization
e)the achievements for a period of one year
a)a grade or score concerning the overall performance
The job description is not sufficient to clarify what employees are to do. this lack of clarity is because?
a)It is written only for benchmark jobs
b)it is written for specific employees
c)it is written for specific departments
d)it is the same for groups of employees
e)managers may ask individual employees to take on additional tasks
e)managers may ask individual employees to take on additional tasks
The following steps are important to ensure that the appraisal interview leads to improved performance except:
a)set improvement goals and schedule for attaining them
b)give employees the opportunity to present their ideas and feelings
c)the supervisor should be helpful and constructive
d)the supervisor should be in firm control of the interview
e)ensure employees don't feel threatened during the interview
d)the supervisor should be in firm control of the interview
the following are reasons for the failure of a performance appraisal except..
a)arguing and poor communications which arise as problems during feedback sessions
b)not telling employees ahead of time exactly what is expected of them
c)having poor measures of performance
d)a lenient supervisor
e)clearly defining performance standards
e)clearly defining performance standards
True or false: A job description is always sufficient in clarifying what a manager want his/her employee to do.
FALSE
Job evaluation is a technique adopted for determining the _______ of the job.
a) internal worth
b) external worth
c) internal and external worth
e) None of the above
a) internal worth
....is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively.
a)Job evaluation
b)Performance management
c)Rewards
d)Performance evaluation
D)performance evaluation
What are the important components of a performance appraisal system format?
1) Identification of KPIs and target setting – periodically through a discussion between the employee and his line manger
2) Identification of personal qualities required for the current and higher roles and developing them
3) Identification of factors which have helped in achieving the set goals.
4) Discussion about the performance and counselling of the appraisee by the appraiser
5) Identification of training needs for current and higher role.
6) Setting up the goals and plan of action
4. What are the benefits (for employees/managers/Agency) of effective performance management?
for employees: a)its essential to promoting and improving employee effectiveness.
b)employees will understand their job responsibilities.
___________________________
Managers: a)Managers know their employee's Strengths and weaknesses.
b)Encourages managers to set expectations, provide informal feedback on a regular basis
___________________________
Agency: a)Ensure that the agency is achieving its mission and running as efficiently as possible.
b) Ensure that they comply with federal regulations and policies
are KPIs enough to evaluate an employee? (answer should be convincing)
"In our opinion" it is enough if managers define KPIs well and clearly for employees and members of their teams. Also if an organizations chooses the correct KPIs for business performance.
When the focus of the evaluation is on facts and not on traits, it is known as.....
a)objective
b)subjective
c)performance
d)career
a)objective