問題一覧
1
Attempts to define the behavior an employee exhibits to be effective in the job
behavioral approach
2
It refers to the accuracy of the ratings and differentiating each employee in a group in terms of actual job performance
validity
3
Should participate from the start of the development of the program for it is the line responsibility to evaluate employee performance
line managers
4
Refers to whether the people who use the performance measure accept it
acceptability
5
Consists of techniques that require the latter to compare the individuals performance with that of others
comparative approach
6
A system in which data and evaluation influence action
action
7
Is a process of evaluating an individual in order to arrive at an objective human resource decision
performance appraisal
8
Important component of performance management
feedback
9
Is a line responsibility to be met with assistance of the human resource management and his staff
performance appraisal
10
It is the tendency to rate people relatively with other people
contrast error
11
This rating method provides a number of traits or factors with corresponding definitions for evaluating the employees written in the left hand column of the form such as quantity of work done quality of work attitude towards work judgement reliability cooperation punctuality and others
checklist method
12
Requires manager to keep a record of specific examples of effective and ineffective performances on the part of each employee
critical incident
13
Under this method the name of each employee who is to be rated is written on the card
paired comparison method
14
The goal of the system of measurement is to motivate the employees to go for a higher level of productivity
productivity measurement and evaluation system
15
The purpose of performance management is to develop employees who are effective in their jobs
developmental purpose
16
Helps supervisors to truly review the performance of their employees and this probably is the greatest value in any organization
systematic performance appraisal plan
17
Are factual information regarding observe actions are consequences of action
data
18
Occurs when employees are incorrectly rated near the average middle scale
central tendency
19
Presents an opportunity for the manager to talk about the employees potential and also their weaknesses
appraisal interview
20
Rating may be considered reliable if they are consistent
reliability
21
Occurs when the manager rates an employee high or low on all items because of one characteristic
halo effect
22
This builds on the critical incidence approach it is designed to specifically define performance dimension by developing behavioral anchors associated with different levels of performance
behavioral anchored rating scale
23
This entails managing the behavior of the employees through a formal system of behavioral feedback and reinforcement
organizational behavior modification
24
Is the extent to which the performance measure assesses all the relevant aspects of the performance
validity
25
Of course when the rater's value distorts the rating
rater's bias
26
Is the way the feedback system reacts to the fact and requires performance standard
evaluation
27
The performance management system should link employee activities with the organizations goals and objective
strategic purpose
28
This method provides a comparison of the relative qualities of performance among all the employees in a unit or group
ranking
29
This system uses a five point job performance scale in rating employees who are doing similar jobs
forced distribution technique
30
Must be able to show the degree of the employees efficiency in the performance of a design task or duties and responsibilities
rating scale
31
This approach usually uses some over all assessment of the individuals performance or work and seek to develop some ranking of the individual within a given work group
comparative approach
32
Performance management information relative to performance appraisal points to the use of evaluation and decisions for salary adjustments promotion retention and termination lay of and recognition of individual performance
administrative purpose
33
Focuses on managing the objectives measurable results of a job or work group
result approach
34
Is the extent to which the performance measure gives specific guidelines to employees about what is expected of them and how they can meet this expectations
specificity
35
The error in which the writer gives greater weight to recent events when appraising an individual performance
recent effect
36
The manager should avoid using different standards among employees performing similar jobs
problems of varying standards
37
Is used in most companies who believe in results as basis of performance management under this system the top management defines the company strategic goals and objectives and passes it on to the next level of management and down the line
management by objectives