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Final Flashcards

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1
Q

WhT is performance management

A

The process of including activities related to improving employee performance, productivity, and effectiveness

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2
Q

What is task performance

A

An individual contribution to their job related processes

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3
Q

What is contextual performance

A

An individual indirect contribution to job related process like improving organization social and psychological behaviours that contribute to organizational effectiveness, beyond those specified for the job

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4
Q

Graphic rating scale

A

A scale that lists a number of traits and a range of performances for each and then the employee is rated by a score that best describes his performance for each trait

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5
Q

Alternation ranking method

A

Ranking employees from best to worst on a particular trait

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6
Q

Paired comparison method

A

Ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair

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7
Q

Forced distribution method

A

Predetermined percentages of rates are places in various performance categories.

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8
Q

Critical incident method

A

Keeping a record of uncommonly good or undesirable examples of an employees work related behaviour and reviewing the list with the employee at predetermined times.

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9
Q

Behaviourally anchored eating scale (BARS)

A

An appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance

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10
Q

Management by objectives (MBO)

A

Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.

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11
Q

Electronic performance monitoring (EPM)

A

Having supervisors electronically monitor the amount of computerized data an employee is processing per day and thereby his performance

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12
Q

Unclear performance standards

A

An appraisal scale that is too open to interpretation of traits and standards

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13
Q

Halo effect

A

In performance appraisal when a supervisors rating of an employees one trait biases the rating of that employees other traits

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14
Q

Central tendency

A

A tendency to rate all employees in the middle of the scale

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15
Q

Strictness leniency

A

The problem that occurs when a supervisor has a tendency to rate all employees either low or high

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16
Q

Appraisal bias

A

The tendency to allow individual differences such as age sex to affect the appraisal rating that these employees receive

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17
Q

Recency effect

A

The rating error that occurs when rating are based on the employees most recent performance rather than on performance throughout the appraisal period

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18
Q

Similar to me bias

A

Thee tendency to give higher performance ratings to employees who are perceived to be similar to the eater in some way

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19
Q

360 degree appraisal

A

A performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee. Supervisors and customers

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20
Q

Formal appraisal discussion

A

An interview in which the employee and employee review the appraisal and make plans to remedy deficiencies and reinforce strengths

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21
Q

Better performance management represents?

A

A largely untapped opportunity to improve company profitability

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22
Q

To clarify performance expectations ___________ should be developed

A

Measurable standards

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23
Q

The simplest and most popular technique for appraising employees is the:

A

Graphic rating scale

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24
Q

What is the appraisal method which lists traits such as “teamwork” and performance values ranging from “needs improvement” to “outstanding”

A

Graphic rating scale

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25
The performance appraisal method that would use a "+" to denote "better than" and a "_" to denote "worse than" when comparing employees, in order to get the highest ranked employee is the:
Paired comparison method
26
What are the steps of the alternation ranking method
1. List all employees to be rated and cross out any not known well enough to be ranked 2. Indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest 3. Then choose the best highest and lowest, alternating between highest and lowest until all the employees have been ranked
27
What is a criticism of the forced distribution method of performance appraisal?
A considerable proportion of the workforce is classified as less than average
28
What is a disadvantage of the critical incident method
Ensures that the evaluator will only consider the employees most recent job performance
29
In a behavioural anchored rating scale there are critical incident anchors along the:
Performance rating scale
30
Total employment rewards
An integrated package of all rewards gained by employees arising from their employment
31
External equity
Employees perceive their pay rates as fair, given the pay rates in other organizations
32
Internal equity
Employees perceive their pay as fair, given the pay rates of others in the organization
33
Pay equity
Providing equal pay to male dominated job classes and female dominated job classes of equal value to the employee
34
Job evaluation
A systematic comparison to determine the relative worth of jobs within a firm
35
Benchmark job
A job that is critical to the firms operations or that is commonly found in other organizations
36
Commendable factor
A fundamental compensator element of a job such as skill effort responsibility and working conditions
37
Job evaluation committee
A diverse group established to ensure fair and comprehensive representation of the nature and requirements of the jobs in question
38
Classification:grading method
A method for categorizing jobs into groups
39
Classes
Groups of jobs based on a set of rules for each class such as amount of independent judgment, skill, physical effort, etc. Classes usually contain similar jobs-all secretarial jobs for instance
40
Grades
Groups of jobs based on a set of rules for each grade whereby the jobs are similar in difficulty but otherwise different.
41
Grade/group discussion
A written description of the level of compensable factors required by jobs in each grade
42
Point method
A job evaluation method in which a number of compensable factors are identified, the degree to which each of these factors is present in the job is determined and ab overall point value is calculated
43
Pay grade
Comprises jobs of approximately equal value
44
Wage/salary survey
A survey aimed at determining prevailing wage rates
45
Wage curve
A graphic description of the relationship between the value of the job and the average wage paid for this job
46
Pay ranges
A series of steps or levels within a pay grade, usually based on years of service
47
Broadbanding
Reducing the number of salary grades and ranges into just a few wide levels or "bands", each of which then contains a relatively wide range of jobs and salary levels
48
Red circle pay rate
A rate of pay that is above the pay range maximum
49
Fixed pay
Compensation that is independent of the performance level of the individual group or organization
50
Variable pay
Any plan that ties pay to productivity or profitability
51
Piecework
A system of pay based on the number of items processed by each individual worker in a unit of time, such as items per hour or items per day
52
Straight piecework plan
A set payment for each piece produced or processed in a factory or shop
53
Guaranteed piecework plan
The minimum hourly wage plus an incentive for each piece produced above a set number of pieces per hour
54
Differential piece rate plan
A plan by which a worker is paid a basic hourly rate plus an extra percentage of his or her base rate for production exceeding the standard per hour or per day
55
Team or group incentive plan
A plan in which a production standard is set for a specific work group and its members are paid incentives if the group exceeds the production standard
56
Capital accumulation programs
Long term incentives most often reserved for senior executives
57
Stock option
The right to purchase a stated number of shares of a company stock at today's price at some time in the future
58
Profit-sharing plan
A plan whereby most or all employees share in the company's profits
59
Employee share purchase/stock ownership plan (ESOP)
A plan whereby a trust is established to hold shares of company stock purchased for or issued to employees.
60
Gainsharing plan
An incentive plan that engages employees in a common effort to achieve productivity objectives and share the gains
61
Employee benefits
Indirect financial payments given to employees
62
Employment insurance (EI)
A federal program intended to provide temporary financial assistance to eligible persons who experience interruption to their work through no fault of their own
63
Pay in lieu of reasonable notice
A lump sum equal to an employees pay for the notice period provided to employees who cease working immediately
64
Canada/Quebec pension plans (c/qpp)
) programs that provide three types of benefits:retirement income, survivor or death benefits payable to the employees dependants regardless of age at time or death and disability benefits payable to employees with disabilities and their dependents.
65
Workers compensation
Provides income and medical benefits to victims of work related accidents or illnesses or to their dependants regardless of fault
66
Group life insure
Life insurance provided at lower rates for all employees including new employees, including new employees, regardless of health or physical condition
67
Deductible
The annual amount of health/dental expenses that an employee must pay before insurance benefits will be paid
68
Coinsurance
The percentage of expenses that are paid for by the insurance plan
69
Short term disability and sick leave
Plans that provide pay to an employee when he or she is unable to work because of a non work related illness or injury
70
Disability management
A proactive employer centred process that coordinates the activities of the employer, the insurance company, and healthcare providers in an effort to minimize the impact of injury, disability or disease on a workers capacity to successfully perform his or her job
71
Pension plans
Plans that provide income when employees reach a pre determined retirement age
72
Defined benefit pension plan
A plan that contain a formula for determining retirement benefits
73
Defined contribution pension plan
A plan in which the employees contribution to the employees retirement fund is specified
74
Deferred profit-sharing plan (DPSP)
A plan in which a certain amount of company profits is credited to each employees account, payable at retirement, termination, or death
75
Vesting
A provision that employer money placed in a pension fund cannot be forfeited for any reason
76
Portability
A provision that employees who change jobs can transfer the lump sum value of the pension they have earned to a locked in rrsp or their new employers pension plan
77
Phased retirement
An arrangement whereby employees gradually ease into retirement by using reduced workdays or shortened workweeks
78
Supplemental employee retirement plans (SERPs)
Plans that provide the additional pension benefit required for employees to receive their full pension benefit in cases when their full pension benefit exceeds the maximum allowable benefit under the income tax act
79
Employee assistance plan (EAP)
A company sponsored program to help employees cope with personal problems that are interfering with or have the potential to interfere with their job performance, as well as issues affecting their well being or the well being of their families
80
Repetitive strain injuries
Activity related soft tissue injuries of the neck shoulders arms wrists hands back and legs
81
Ergonomics
An interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system-the work, environment, machines, equipment and processes to match human characteristics
82
Employee wellness program
A program that takes a proactive approach to employee health and well being
83
Safety and accident prevention concerns managers because?
Work related accident figures are staggering
84
Occupational health and safety legislation is based on the principle of?
Joint responsibility
85
The due diligence requirement in occupational health and safety legislation requires that every reasonable precaution to ensure the health and safety of workers be taken by:
Employers
86
Under WhT law could a supervisors be charged with a criminal offence if he negligently sent workers into a unsafe situation and they died
The criminal code
87
What is not part of occupational health and safety legislation in Canada
Employee drug testing
88
What is not a responsibility of occupational health and safety committees
Paying for safety certification programs
89
Which law do you look for Canada wide standards in hazardous materials in the workplace
WHMIS
90
Every jurisdiction in Canada has an interlaced web of legislation that includes:
Health and safety, human rights, labour relations, and employment standards
91
An attempt to reduce unsafe acts by workers will meet with little success without the commitment of the critical link in the chain of management, namely?
First line supervisors
92
Mechanical and physical conditions that cause accidents are referred to as :
Unsafe conditions
93
Turnover
The termination of an individuals employment with an organization
94
Retirees on call
A program whereby retirees can continue to work on a part time or as needed basis
95
Phased retirement
A program where potential retirees gradually reduce the number of hours worked per week over time
96
Pre retirement counselling
Counselling provided to employees some months or even years before retirement which covers such matters as benefits advice second careers and so on
97
Insubordination
Willful disregard for disobedience of the boss's authority or legitimate orders; criticizing the boss in public
98
Group termination laws
Laws that require an employer to notify employees in the event that they decide to terminate a group of employees
99
Constructive dismissal
When the employer makes unilateral changes in the employment contract that are unacceptable to the employee, even though the employee has not been formally terminated
100
Distributive justice
Fairness of a decision outcome
101
Procedural justice
Fairness of the process used to make a decision
102
Interactional justice
Fairness in interpersonal interactions, treating others with dignity and respect

Human Resources (1 decks)

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