CONDUCT A PERFORMANCE INTERVIEW

How many steps are there in the Performance Management Process?

• 3

• 4

• 5

• 6

What are the three general purposes of Performance Management mentioned in the presentation?

• 1. Accountability, Development, Recognition

• 1. Accountability, Alignment, Administrative

• 1. Strategic, Developmental, Administrative

• 1. Strategic, Accountability, Administrative

  
  

Which are five criteria to establish effective performance management systems?

• 1. Strategic Congruence, Validity, Reliability, Agreement, Clarification

• 1. Strategic Congruence, Validity, Belief, Agreement, Clarification

• 1. Strategic Congruence, Validity, Reliability, Acceptability, Specificity

• 1. Strategic Congruence, Validity, Reliability, Acceptability, Clarification

How can we use Specificity to evaluate performance management systems?

• 1. Check the consistency of a Performance Measure

• Check whether elicited job performance that is congruent with the organization’s strategy, goals, and culture

• Check whether a Performance Measure assesses all the relevant - and only the relevant - aspects of performance

• Check whether a Performance Measure tells employees what is expected of them and how they can meet these expectations

1. How can we use Reliability to evaluate performance management systems?

• 1. Check the consistency of a Performance Measure

• 1. Check whether elicited job performance that is congruent with the organization’s strategy, goals, and culture

• Check whether a Performance Measure assesses all the relevant - and only the relevant - aspects of performance

• Check whether a Performance Measure tells employees what is expected of

How can we use Strategic Congruence to evaluate performance management systems?

• Check the consistency of a Performance Measure

• Check whether elicited job performance that is congruent with the organization’s strategy, goals, and culture

• Check whether a Performance Measure assesses all the relevant - and only the relevant - aspects of performance

• Check whether a Performance Measure tells employees what is expected of

1. Which are five approaches to Measuring Performance?

• Comparative, Contribution, Attitude, Results, Quality

• 1. Comparative, Attribute, Behavioral, Results, Quality

• 1. Comparative, Contribution, Behavioral, Results, Quality

• 1. Comparative, Attribute, Attitude, Results, Quality

1. Where do you choose to collect the performance information to measure and evaluate?

2. Choose the most accurate answer.

• Manager, Peers, Direct Reports, Self, Customers

• 1. Manager, Peers, Direct Reports, Self

• 1. Manager, Peers, Direct Reports, Self, Customers

• 1. Manager, Peers, Self, Customers

  
  

1. What should a manager do during a feedback session?

2. Choose the wrong answer.

• 1. Ask the interviewee to rate his/her performance

• 1. Be a good listener to identify the root causes of any arising issues and recommend improvement solutions for the interviewee

• Recognize effective performance through praise

• Focus on Criticism instead of Feedback for Improvement

1. The statement “Because of the unique nature of services—the product is often produced and consumed on the spot—supervisors, peers, and subordinates often do not have the opportunity to observe employee behavior. Instead, the customer is often the only person present to observe the employee’s performance so in certain situations, the customer is the best source of performance information.”  

Is this right or wrong?

• Right

• Wrong