What is the primary method used in the "Essay" type of performance evaluation system?

Rater prepares a written statement describing the employee's strengths and weaknesses

Rater maintains a record of incidents

Rater answers with a yes or no series of questions

Rater ranks a set of statements

What is a disadvantage of the "Critical incident" performance evaluation system?

Burdensome and subject to interpretation

Differences across raters, lack of objectivity

Which evaluation system uses "highly descriptive scales to indicate employee's tendency to demonstrate desirable behaviors"?

Behaviorally anchored rating scales

What is an advantage of the "360° feedback" system?

Multiple points of view, facilitates reflection

Quantitative, conducive to supplying feedback

What is a limitation of the Essay method in performance evaluations?

It is difficult to translate data into numeric quantities.

It provides a numeric measure of performance.

It is less time-consuming compared to other methods.

All raters will have the same viewpoint.

What is a limitation of using checklists for performance evaluation?

They ignore levels of performance along each performance criterion.

They provide too much feedback.

They are complicated and difficult for the rater to complete.

They require a high level of expertise from the rater.

Which statement best describes the nature of checklists used in performance evaluations?

They describe various levels of behavior for a specific job and are easy for the rater to complete.

They are used to evaluate employee creativity.

They are primarily used for evaluating senior management.

They are informal and do not require any written records.

What does BARS stand for in the context of performance evaluation types?

Behaviorally-Anchored Rating Scale

Benchmark Analysis Rating Scale

Balanced Achievement Review System

What is a limitation of using BARS for performance evaluation?

Time and effort required to develop an effective BARS appraisal

Requires minimal effort to develop

Only applicable to technical skills

Does not allow for qualitative comments

What is the primary purpose of using a 360 degree Feedback system in performance evaluation?

To provide feedback from multiple perspectives

To reduce the time needed for performance evaluations

To eliminate the need for supervisors

To focus solely on negative feedback

Which of the following is a limitation of the 360 degree Feedback system?

Time-consuming data collection and analysis

Increased inter-rater reliability

Reduced need for employee self-assessment

What is the purpose of a Forced-Choice Rating Scale in performance evaluation?

To rank statements that describe an employee's job performance

To provide employees with feedback on their job satisfaction

To determine the salary increment for employees

To assess the popularity of employees among their peers

What is the first step in the Alternation Ranking method of performance evaluation?

The rater chooses the most and least valuable persons from a list of employees with similar jobs.

The rater writes down all employee names randomly.

The rater ranks all employees based on their job titles.

The rater discusses performance with each employee.

What is the primary method used in the "Paired Comparison" type of performance evaluation?

Comparing each employee against every other employee individually

Grouping employees and evaluating them as a team

Evaluating each employee based on predetermined objectives

Using customer feedback to assess employee performance

Performance appraisals are used in the workplace for the following reasons. Select ALL that apply.

As a method of employee feedback

As a method to base organizational incentives and/ or a salary raise

To critique the employee performance

Performance appraisal

Authored by Ranjani Varadarajan

Science

12th Grade

NGSS covered

Used 4+ times

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27 questions

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MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Which type of feedback is also known as performance appraisal?

Informal feedback

Ad hoc performance reviews

Formal feedback

Immediate feedback

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

What is the purpose of Employee Performance Evaluation?

To determine employee salaries

To assess how well employees are performing their jobs

To schedule employee vacations

To resolve workplace conflicts

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Performance appraisals can be used as a method to:

Discourage employees from seeking promotions

Determine employee training and development needs

Decrease the transparency of organizational missions

Limit the incentives offered to employees

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Which of the following is NOT a use of performance appraisals?

As a motivational tool to improve employee performance

To increase employee workload without additional incentives

To base organizational rewards, incentives, and/or a raise in salary

To communicate organization’s mission and goals

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

What is a communicative benefit of implementing effective performance appraisals as mentioned in the document?

Assists in career planning

Ensures understanding of performance expectations by managers and staff

Provides a means for accurate and equitable distribution of organizational rewards

Supplies evidence to review organizational and systems problems

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

What is one of the key reasons for implementing performance appraisals?

To increase employee workload

To ensure equitable distribution of organizational rewards

To decrease organizational transparency

To limit employee recognition

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

What is the primary advantage of using the "Essay" type in performance appraisals according to the table?

Provides quantitative measures

May provide rich data

Easy to complete

Eliminates leniency

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Performance appraisal

Which type of feedback is also known as performance appraisal?

What is the purpose of Employee Performance Evaluation?

Performance appraisals can be used as a method to:

Which of the following is NOT a use of performance appraisals?

What is a communicative benefit of implementing effective performance appraisals as mentioned in the document?

What is one of the key reasons for implementing performance appraisals?

What is the primary advantage of using the "Essay" type in performance appraisals according to the table?

Which performance appraisal type is described as being "burdensome and subject to interpretation" in its disadvantages?

What is a disadvantage of the "Forced distribution" appraisal type?

What advantage does the "360-degree feedback" appraisal type offer?

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