HRM 1 Chapter 11
HRM & OB 1 Module from FHNW Chapter 10. Key Terminology and exam like questions
HRM & OB 1 Module from FHNW Chapter 10. Key Terminology and exam like questions
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What is Performance Management (PM)?
A continuous, strategic process to plan, monitor, and improve employee performance to align with organizational goals.
What is Performance Appraisal (PA)?
A formal, periodic evaluation of employee performance, often linked to pay, promotion, or development.
What is Performance Criteria?
The dimensions or indicators used to measure job performance (e.g., quantity, quality, customer satisfaction).
What are Appraisal Methods?
Techniques used to evaluate performance, e.g., rating scales, 360-degree feedback, MBO.
What is 360-Degree Feedback?
A performance appraisal method that collects input from supervisors, peers, subordinates, and self.
What is Management by Objectives (MBO)?
A method where employee goals are jointly set, tracked, and reviewed against outcomes.
What is the Graphic Rating Scale?
A simple scale method where performance is rated numerically or descriptively against set factors.
What is the Critical Incident Method?
Appraisal based on key examples of exceptionally good or poor employee behavior.
What is the Behaviorally Anchored Rating Scale (BARS)?
Combines qualitative incidents with quantitative scales for performance ratings.
What is the Forced Ranking?
Compares employees against each other (e.g., top 20%, middle 70%, bottom 10%).
What are Appraisal Errors?
Biases or mistakes in evaluating performance (e.g., halo effect, recency bias, central tendency).
A performance evaluation system that includes feedback from peers, supervisors, and the employee themselves is:
Setting specific, measurable goals with the employee and evaluating based on those goals refers to:
A rating system based on predefined behavioral examples is known as:
Evaluating someone as great across all criteria just because they excel in one is an example of:
A manager gives everyone a “3 out of 5” to avoid conflict. This is called:
What is the main goal of performance management?
Which method is best for providing quantitative structure and behavioral examples?
Which statements are correct about appraisal methods?
Which are typical performance appraisal errors?
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