Performance management

The process that includes goal setting, pay for performance, training and development, career management, and disciplinary action is known as which of the following?

• A) Profit management

• B) Efficiency management

• C) Cost management

• D) Skill management

• E) Performance management

Effective performance management begins with defining the job and which of the following?

• A) Clarifying career planning

• B) Identifying promotion decisions

• C) Describing the appraisal methods

• D) Defining its performance standards

• E) Calculating the related pay scale

Performance appraisals can be required in courts when assessing wrongful termination cases and are considered to be legal documents in Canada.

• True

• False

A manager wishes to give a new employee a pay increase sooner than scheduled. The new employee has a great positive attitude that has made other workers more positive and productive. What is this employee receiving an earlier pay increase for?

• A) Related performance

• B) Social performance

• C) Influential performance

• D) Direct performance

• E) Contextual performance

Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?

• A) Behaviourally anchored rating scale

• B) Paired comparison method

• C) Forced distribution method

• D) Alternation ranking method

• E) Graphic rating scale

Peter is appraising his employees. For each trait, he evaluates two employees at a time in order to determine the better employee of the two. Which appraisal technique is Peter using?

• A) Paired comparison method

• B) Forced distribution method

• C) Alternation ranking method

• D) Graphic rating scale

• E) Critical incident method

Which performance appraisal technique places a predetermined percentage of employees being rated in various performance categories?

• A) Paired comparison method

• B) Critical incident method

• C) Alternation ranking method

• D) Graphic rating scale

• E) Forced distribution method

A manager is considering changing her current performance appraisal method, the graphic rating scale, to the forced distribution method. What criticism of this new method would you advise her about?

• A) The traits being appraised are often incorrect.

• B) The employees are placed in categories unrelated to their actual skills.

• C) Employee comparisons are often unfair as veterans may be compared with newcomers.

• D) Comparisons are very technical and this removes the manager's personal judgment.

• E) The majority of the workforce is classified as at or below average and this may be demotivating.

Which performance appraisal technique maintains a record of uncommonly good or undesirable examples of an employee's work-related behaviour, which are reviewed with the employee at predetermined times?

• A) Paired comparison method

• B) Behaviourally anchored rating scales

• C) Alternation ranking method

• D) Critical incident method

• E) Forced distribution method

Which performance appraisal technique quantifies ratings by anchoring a quantified scale with specific narrative examples of good and poor performance?

• A) Behaviourally anchored rating scale

• B) Forced distribution scale

• C) Graphic rating scale

• D) Paired comparison scale

• E) Alternation ranking method scale