HRM2100 Chapter 7 Performance Appraisal

What is the purpose of performance appraisal?

• To collect information from a job

• To ensure selection of staff done correctly

• To verify there is no mistakes in the interview method

• To evaluate the actual performance of the employees

Performance appraisal serves the following purpose(s) ___(more than 1 answers)

• training and development

• career planning and development

• To enable succession planning

• To assist company achieve overall goals

When setting goals for staff, the goals must have the followings, except___

• specific

• achievable

• measurable

• reliable

360 degree feedback is only suitable for training purposes.

• True

• False

Force distribution is ___ (more than 1 answers)

• damaging employees' morale

• an unfair appraisal method

• aiming to increase the motivation of staff

• helps company in saving cost

Graphic Rating Scale has the following features ___ (more than 1 answers)

• user friendly

• demotivating staff

• able to measure many key performance areas in one form

• enable superior to rank the best to the worst staff in performance

Critical Incident method requires manager to ___

• discuss the agreed performance target with staff

• pair and rate between 2 staff

• rank the staff from the best to the worst

• record the work details of the staff frequently

Central Tendency is ___

• a technique in appraisal

• the purpose to conduct appraisal

• one of the mistakes in appraisal

• a committee used in appraisal

What will happen if central tendency exists in performance appraisal?

• The performance standard is unclear

• Every staff is likely to receive the same rating

• The staff is forced to receive a preset rating

• The managers are likely to give high ratings for the staff

Recency effect refers to ___

• unclear performance standards

• manager assess performance based on latest achievement

• manager evaluate based on favoritism