HRM530 Chapter 8 Performance Management

Below are the purpose of performance review for administrative EXCEPT:

• employee promotions

• for termination decision

• for reward decisions

• improve communications

SMART goals means ________.

• strategic, manageable, achievable, reliable and timeless

• specific, measurable, achievable, realistic and time-based

• strategic, measurable, attainable, reliable and time-based

• specific, manageable, attainable, realistic and timeless

The organization can use ______ to ensure their employee reviews are in line with one another when there is more than one managers evaluating a same employee.

• coordination

• comparison

• central tendency

• calibration

360-degrees reviews can brings disadvantages because _______.

• the system is complex in combining all the responses

• the system leads to bias and prejudice results

• feedback from peers may cause employee becomes demotivated

• the system incurred high cost for the organization

A performance rating error in which the evaluation is based largely on the employee’s most recent behavior rather than on behavior throughout the evaluation period is called _________.

• contrast error

• similar-to-me error

• distributional error

• recency error

A manager can use __________ technique during the performance review meetings if he has high skills to motivate and persuade others.

• motivation

• tell and sell

• tell and listen

• problem solving

Below are the three factors that affect employee's performance EXCEPT:

• ability

• motivation

• environment

• personality

Coaching and rewards incentive suitably given to the employee who _________.

• lack of training, skills and knowledge

• have the desired behavior but does not achieve the results

• have skills and knowledge but not exhibit desired behavior

• high in education level but lack of experience and exposures

A performance rating error in which all employees are rated about average is called _________.

• central tendency error

• lenient and strictness error

• halo effect

• temporal error

Performance review can fail if there is no follow up and coaching after the review

• TRUE

• FALSE