Performance Management

The process in which leaders provide a rationale for each employee’s performance-appraisal rating and follow with a discussion to ensure rating alignment is called:

• Feedback

• Calibration

• Alignment

• Assessment

Pitfalls with continuous-feedback performance models include:

• Inconsistency among leaders

• Unclear or missing documentation

• A lack of action-oriented feedback.

• All of the Above.

Soliciting anonymous feedback that is quick and easy to provide from co-workers and others in the organization will result in higher response rates and the ability to timely identify and address performance issues..

• True

• False

A common error when evaluating employee performance in which the rater does not diligently measure performance, provide feedback and document results and often cannot remember the earlier part of the performance period is called:

• Recency effect

• Halo/Horn effect

• Lack of Differentiation

• Personal Bias

Which of these is NOT a performance management tool?

• Real-Time Feedback

• One-on-One Performance Check-Ins.

• Reward and Recognition Scheme.

• Competitor's market analysis

Performance management is ___________.

• Interpersonal influence, exercised by a leader in specific situations or in response to critical incidents or developmental opportunities.

• Formal and more general feedback and information at predetermined intervals.

• The employee becomes the best he/she can based on internal gifts, qualities and values. As a result, performance in many areas almost always improves.

• Have the employee understand and accept changes that will increase his/her effectiveness and performance.

Performance management is about setting mutually agreed-upon goals.

• True

• False

Performance management is about just the appraisal form and/or system.

• True

• False

Performance management is about addressing both what an employee should achieve and should avoid.

• True

• False

Managing employee performance includes:  

• Monitoring and measuring performance

• Setting organizational goals.

• Developing marketing strategy

• None of the above