Performance Appraisal

What is the core purpose of performance management?

• To set goals for employees

• To assess employee progress

• To provide coaching and feedback

• All of the above

Which of the following is NOT a key component of performance appraisal?

• Job requirements

• Overall contribution to the company

• KPI achievement

• Employee satisfaction

What is the key difference between performance management and performance appraisal in terms of timing?

• Performance management is a one-time event, while performance appraisal is ongoing.

• Performance appraisal is a one-time event, while performance management is ongoing.

• Both are ongoing processes.

• Both are conducted at specific intervals.

In terms of involvement, how does performance management differ from performance appraisal?

• Performance management is more manager-driven.

• Performance appraisal is more manager-driven.

• Both involve equal input from managers and employees.

• Neither involves significant employee input.

How does performance management typically relate to compensation?

• Primarily focused on development, not directly linked to compensation

• Always used for determining bonuses

• Directly linked to salary adjustments

• Used only for promotions

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

• Improving employee motivation

• Justifying termination decisions

• Promoting employee dissatisfaction

• Identifying top performers for advancement

Which method provides the most in-depth and personalized feedback?

• Essay

• Checklist

• Rating

• All corect

What is a potential disadvantage of the checklist method?

• It can be subjective.

• It is difficult to use.

• It does not provide personalized feedback.

• It may oversimplify performance evaluation.

What is the key characteristic of the Behavioral Anchored Rating System (BARS)?

• It combines quantitative and qualitative elements.

• It focuses on general performance ratings.

• It uses a simple checklist format.

• It relies solely on quantitative measures.

How does BARS measure performance?

• By comparing employees to each other

• By using a simple numerical scale

• By evaluating performance against specific behaviors

• By relying solely on the manager's subjective judgment