Exam 6: Managing Performance

What appraisal method should you use if your primary objective for a performance appraisal is to give employees developmental feedback?

What is an important first step in an effective performance management system?

In most instances,who is in the best position to perform the function of appraising an employee's performance?

Self-review should be used primarily for administrative purposes.

Well-run systems ensure the absence of rater biases in the performance management process.

Appraisal discussions should focus on the employee rather than on his or her behaviours.

Which of the following is the least effective reward for performance accomplishments?

What are two primary purposes of performance appraisals?

In which four categories does the balanced scorecard measure results?

Identify and briefly explain four of the five major purposes of management performance.

Scenario 6.1 You have recently been hired by the CEO of AB Corp.as the first HR professional.It is a small but rapidly growing organization.The company specializes in manufacturing small,inexpensive souvenirs.Most staff work at machines that produce plastic or metal parts,or are on small teams in assembly and packaging,which is a fast-paced,manual labour environment.Many employees are dissatisfied with their jobs and generally confused about exactly what is expected of them.There are existing employee performance issues,some of which have been ongoing for years.There is a moderate amount of conflict between employees and supervisors. Your arrival coincides with the annual performance appraisal time in the company.As you review the appraisal instrument,you quickly realize that it is of little value because it consists mainly of subjective measures that are not well connected to the goals of the organization.This situation concerns you,so you decide to act.One of the first things you do is speak with staff representatives and key supervisors in the organization,soliciting their opinions about the current performance appraisal system and appraisal instrument.Not surprisingly,you find that nearly everyone is dissatisfied with the current approach,and nobody really likes or understands how to properly use the appraisal tool. One of the first priorities given to you by the CEO is the training of supervisors in assessing performance because this has not yet happened.The CEO knows there are issues,but doesn't fully understand the scope of the issues.You decide to address the matter as a system issue,knowing that improving only one part of the system will not solve all the problems. -Please refer to Scenario 6.1.Which statement is a well-written performance standard for AB employees who work at the production machines?

Performance management is central to the everyday work of a manager.

Why do performance appraisal programs fail?

Most performance management systems include an annual formal review of the employee's overall performance.

What is the best course of action for dealing with continued ineffective performance?

Which of the following is a characteristic of a performance management system?

In most effective appraisal programs,the HR department develops the objectives and standards for the program.

What must be known about performance problems before planning a course of corrective action?

Employees should be given a written copy of their job standards in advance of appraisals.

"Management-by-objectives" is one of the best performance appraisal approaches to use if uncertainty and variability surround a company's production system.