WorksheetsCONDUCT A PERFORMANCE INTERVIEW
Total questions: 12
Worksheet time: 6mins
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?
Accountability, Development, Recognition
Accountability, Alignment, Administrative
Strategic, Developmental, Administrative
Strategic, Accountability, Administrative
Which are five criteria to establish effective performance management systems?
Strategic Congruence, Validity, Reliability, Agreement, Clarification
Strategic Congruence, Validity, Belief, Agreement, Clarification
Strategic Congruence, Validity, Reliability, Acceptability, Specificity
Strategic Congruence, Validity, Reliability, Acceptability, Clarification
How can we use Specificity 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 them and how they can meet these expectations
How can we use Reliability 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
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
Which are five approaches to Measuring Performance?
Comparative, Contribution, Attitude, Results, Quality
Comparative, Attribute, Behavioral, Results, Quality
Comparative, Contribution, Behavioral, Results, Quality
Comparative, Attribute, Attitude, Results, Quality
Where do you choose to collect the performance information to measure and evaluate?
Choose the most accurate answer.
Manager, Peers, Direct Reports, Self, Customers
Manager, Peers, Direct Reports, Self
Manager, Peers, Direct Reports, Self, Customers
Manager, Peers, Self, Customers
What should a manager do during a feedback session?
Choose the wrong answer.
Ask the interviewee to rate his/her performance
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
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
How to define “Upward feedback”, a common term that is applied in Dell Inc., to attract and keep talented employees by continuously enforcing feedback welcoming culture?
Refer to appraisals from upper-level managers which provide to lower-level employees to evaluate their behavior or skills
Refer to appraisals that involve collecting subordinates’ evaluations of a manager’s behavior or skills
Which is the approach to reduce rating errors in a performance evaluation and increase reliability and validity of ratings?
Rater error training: attempts to make managers aware of rating errors and helps them develop strategies to minimize those errors
Frame-of-reference training/ rater accuracy training: emphasize multidimensional nature of performance
Unconscious bias training: make employees aware of unconscious bias and reduce its impact by slowing down decision making then carefully consider reasons behind and language used in judgments.
Calibration meetings: discuss employee’ performance with the goal of ensuring that similar standards are applied to their evaluations
All of the above
