QUIZ 2 CHAPTER 5 (PK)

1. What is the definition of performance appraisal? (Apakah definisi penilaian prestasi?)

• Regular review of an manager contribution. (Semakan tetap sumbangan pengurus)
• Regular review of an employee's attitude and behavior. (Semakan sikap dan tingkah laku pekerja secara berkala
• Regular review of an employee's personal solving problem. (Semakan secara berkala mengenai masalah penyelesaian peribadi pekerja.)
• Regular review of an employee's job performance and overall contribution to a company. (Semakan kerap prestasi kerja pekerja dan sumbangan keseluruhan kepada syarikat.)

2. ________ refers to the ways in which organizations use the system to provide information for day to day decisions about salary, benefit and recognition programs. (________ merujuk kepada cara organisasi menggunakan sistem untuk menyediakan maklumat bagi keputusan harian tentang gaji, faedah dan program pengiktirafan.)

• Strategic Purpose (Tujuan Strategik)
• Financial Purpose (Tujuan Kewangan)
• Administrative Purpose (Tujuan Pentadbiran)
• Developmental Purpose (Tujuan Pembangunan)

3. Below are sources of performance appraisal, except: (Di bawah adalah sumber penilaian prestasi, kecuali:)

• Peers (Rakan sekerja)
• Subordinates (Orang atasan)
• Relative appraisal (Penilaian relatif)
• Customer appraisal (Penilaian Pelanggan)

4. Which are the followings are the methods of appraisal? (Apakah kaedah penilaian yang berikut?)

• Job Scale (Skala kerja)
• Knowledge Method (Kaedah pengetahuan)
• Performance Appraisal (Penilaian prestasi)
• Behavioural Anchored Rating Scale BARS (Skala Penarafan Berlabuh Tingkah Laku)

5. _________ is a system of performance management where managers must identify a pre-determined proportion of its best and worst performers, regardless of how well or badly they are actually performing. (_________ ialah sistem pengurusan prestasi di mana pengurus mesti mengenal pasti bahagian yang telah ditetapkan bagi mereka yang berprestasi terbaik dan paling teruk, tidak kira betapa baik atau teruknya prestasi mereka sebenarnya.)

• Ranking (Kedudukan)
• Critical Incident (Insiden kritikal)
• Forced Distribution (Pengagihan paksa)
• Graphic rating Scale Method (Kaedah skala penilaian grafik)

1. Performance appraisal also known as "annual review", "performance review or evaluation" or "employee appraisal" (Penilaian prestasi juga dikenali sebagai "semakan tahunan", "semakan atau penilaian prestasi" atau "penilaian pekerja")

• True (Betul)
• False (Salah)

2. Strategic purpose refers to performance appraisal serves as a basis for developing employees' knowledge and skills. (Tujuan strategik merujuk kepada penilaian prestasi sebagai asas untuk membangunkan pengetahuan dan kemahiran pekerja.)

• True (Betul)
• False (Salah)

3. Behaviorally Anchored Rating Scale (BARS) are designed to bring the benefits of both qualitative and quantitative data to the employee appraisal method. (Skala Penarafan Berlabuh Tingkah Laku (BARS) direka untuk membawa faedah kedua-dua data kualitatif dan kuantitatif kepada kaedah penilaian pekerja.)

• True (Betul)
• False (Salah)

4. Rating all employees as average when individual employee performance actually varies is the definition of recency error. (Penarafan semua pekerja sebagai purata apabila prestasi pekerja individu sebenarnya berbeza-beza adalah definisi kesilapan kemelesetan.)

• True (Betul)
• False (Salah)

5. Halo and horns effects cause you to allow one trait, to overshadow other traits, behaviors, actions or beliefs. (Kesan halo dan horns menyebabkan anda membenarkan satu sifat, membayangi sifat, tingkah laku, tindakan atau kepercayaan lain.)

• True (Betul)
• False (Salah)