evaluating employee performance

Question 1

three concepts associated with assessing performance

Answer 1

performance appraisal, performance development, performance management

Question 2

application of performance appraisal

Answer 2

job analysis&raquo_space; criterion development&raquo_space; performance appraisal

Question 3

reasons for evaluating employee performance

Answer 3

training, salary, promotion, termination, research

Question 4

the difference in compensation between two individuals within the same job is a function of both…

Answer 4

tenure and job performance

Question 5

limitations that can affect appraisal system

Answer 5

overworked supervisors, no money, cohesive environment

Question 6

current customers who have been enlisted by a company to periodically evaluate the service

Answer 6

secret shoppers

Question 7

these ppl actually see the employee’s behavior

Answer 7

peers

Question 8

peer evaluations have what problems?

Answer 8

leniency and they have negative feedbacks from low peer ratings

Question 9

a performance appraisal system in which feedback is obtained from multiple sources

Answer 9

360 degree feedback

Question 10

a performance appraisal strategy in which an employee receives feedback from sources other than just their supervisors

Answer 10

multiple-source feedback

Question 11

different appraisal methods

Answer 11

appraisal dimensions
should dimensions be weighted?
use of employee comparisons

Question 12

different appraisal dimensions

Answer 12

traits, competencies, task types, goals

Question 13

focuses on employee attributes. not a good idea since they provide poor feedback. specificity is very scarce in this dimension

Answer 13

trait-focused performance dimensions

Question 14

concentrates on the employee’s KSAOs. easy to provide feedback

Answer 14

competency-focused performance dimension

Question 15

based on the goals to be accomplished by the employee. easier for an employee to understand why certain behaviors are expected

Answer 15

goal-focused performance dimension

Question 16

weight dimensions indicate what?

Answer 16

that some dimensions are more important than others

Question 17

why should dimensions be differentially weighted?

Answer 17

it may reduce racial and other biases

Question 18

why do many organizations choose to weight all performance dimensions equally?

Answer 18

because it is administratively easier to compute and explain to employees

Question 19

refers to ranking–compare employees with one another (rank order from best to worst)

Answer 19

employee comparisons

Question 20

refers to hard criteria such as attendance and number of units sold

Answer 20

objective measures

Question 21

easiest and most common employee comparison; reduces leniency

Answer 21

rank order

Question 22

a form of ranking in which a group of employees to be ranked are compared one pair at a time

Answer 22

paired comparison

Question 23

predetermined percentage of employees are placed into a number of performance categories

Answer 23

forced distribution method

Question 24

four objective measures of performance

Answer 24

quantity, quality, attendance, safety

Question 25

used to measure job performance by counting the number of relevant job behaviors

Answer 25

quantity of work

Question 26

used to measure job performance by comparing a job behavior with a standard; usually measured in terms of error (any deviation from standard of quality)

Answer 26

quality of work

Question 27

can be separated into 3 distinct criteria (absenteeism, tardiness, and tenure) and the weight of each one largely depends on the nature of the job

Answer 27

attendance

Question 28

employees who follow safety rules and who have no occupational accidents don't cost an organization as much money as those who don't

Answer 28

safety

Question 29

involves rating employee performance on an interval or ratio scale. criticized for susceptibility to rating errors, halo effect and leniency

Answer 29

graphic rating scale

Question 30

consist of a list of behaviors, expectations, or results for each dimension. constructed by taking statements from a JD and converting them to either behavior-based or result-focused statements

Answer 30

behavioral checklists

Question 31

"types correspondence" to "correspondence is typed accurately and does contain spelling/grammatical errors

Answer 31

behavior-based statements

Question 32

concentrate on what an employee accomplished as a result of what they did (tangible output); evaluate employees on their contribution to the bottom line

Answer 32

results-based statements

Question 33

condition in which a criterion score is affected by things other than those under the control of the employee

Answer 33

contamination

Question 34

types of rating scales

Answer 34

performance based normative based frequency based

Question 35

a method of training raters in which the rater is provided with job-related info, a chance to practice ratings, examples of ratings made by experts, and the rationale behind the expert trainings

Answer 35

frame-of-reference training

Question 36

examples of excellent and poor employee performance

Answer 36

critical incidents

Question 37

when a rater uses only one part of the rating scale

Answer 37

distribution error

Question 38

an error at the upper end of the scale

Answer 38

leniency error

Question 39

an error at the middle of the scale

Answer 39

central tendency error

Question 40

an error at the low end of the scale

Answer 40

strictness error

Question 41

occurs when a rater allows either a single attribute or an overall impression of an individual to affect the ratings that she makes on each relevant job dimension

Answer 41

halo errors

Question 42

occur when a rating made on one dimension affects the rating made on the dimension that immediately follows it on the rating scale

Answer 42

proximity errors

Question 43

the performance rating one person receives can be influenced by the performance of a previously evaluated person

Answer 43

contrast errors

Question 44

low reliability across raters occurs because of the ff reasons

Answer 44

commit rating errors raters' very different standards two different raters may actually see very diff. behaviors

Question 45

two sampling problems

Answer 45

recency effect infrequent observation

Question 46

positive feedback, negative feedback, positive feedback

Answer 46

feedback sandwich