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Performance Appraisal
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Performance Appraisal
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25 Questions

1. The tendency to allow individual differences such as age - race and sex to affect the appraisal ratings employees receive.

2. Having supervisors electronically monitor the amount of computerized data an employee is processing per day - and thereby his or her performance.

3. Personal biases/standards - Observation context - Observation timing - Cognitive processing (e.g emotions)

4. Job related and based on JA - Properly administered (formal - standardized and straightforward)- Properly documented (PA ratings - interviews & goals) - Specific feedback (goal setting - T and D - Milestones) - Focus on behaviours rather than tra

5. Ranking employees from best to worst on a particular trait - choosing highest - then lowest - until all are ranked.

6. The assessment of employees on the extent to which the expected results have been achieved. Leads to short-term employee perspectives.

7. A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or level of performance for each trait.

8. Provide feedback on various performance criteria (poorly conducted it might lead to low morale and perceived equity) - Providing legal and formal justification for organisations to make employment decisions - Identifying developmetal needs of employe

9. The problem that occurs when a supervisor tends to rate all subordinates either high or low.

10. Rank order - Paired comparisons - Forced distribution

11. Traits-oriented rating method - Behaviour-oriented rating method - Results-oriented rating method

12. Halo and Horn effects - Leniency and severity - Central tendency

13. Common sources of error in performance evaluation - Response biases - Low reliability across raters

14. Graphic scales with different points on the scale which are behaviourally defined based on a prior analysis of critical incidents of the job.

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

16. Behaviour checklist - Graphic rating scales - Behaviourally anchored rating scales (BARS) - Critical incidents method - Ranking of employees - Paired comparisons - Forced distribution

17. Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories.

18. The assessment of employees on a set of behaviours identified as being related to job-performance. Leads to long-term employee perspectives. Many methods.

19. The listing and analysis of incidents relating to ineffective job-performance with a view to assessing the worth of a job and/or the performance of an employee. It is emplyed in job-analysis as well as PA.

20. Who conducts performance appraisals?

21. An appraisal that is too open to interpretation.

22. A system of ensuring the expected performance from employees through a process of - Clarifying expectations - Setting goals - Evaluating individual performance - Giving feedback and rewards

23. An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.

24. Progress was by vertical - upward movements in the same company for the high-performing employees.

25. A tendency to rate all employees the same way - such as rating them all average.

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