UM: HRM CLASS

What is the word for this definition "Focuses on evaluating individual employee job performance."

• Performance management

• Performance

• Performance appraisal

• Appraisal

What is the word for this definition "Focuses on evaluating individual employee job performance."

• Performance appraisal

• Performance management

• Performance review

• Performance objective

• - Performance appraisals that rely heavily on subjective impressions and gut feelings rather than concrete metrics or data.

• - Appraisals that are based on personal preferences or biases, rather than objective criteria.

• - Appraisals that are influenced by office politics or other non-work related factors.

• Non-rational strategic/organizational approach

• Rational/strategic approach

Involves management making firm decisions about an employee's performance. Used for reward related decisions.

• Developmental appraisal

• Judgemental appraisal

• Reward appraisal

The focus of performance appraisal has shifted over time from hard judgemental goals to soft developmental aims.

• True

• False

Is "Reduce operational costs by 10%" SMART?

• True

• False

Mathis and Jackson (2011) distinguish four sets of techniques to assess

• Targets

• Performance

• Behaviour

• Relationships

Bach (2000) identifies two perspectives in evaluating the problems with appraisal:

• orthodox and acceptance critique

• unorthodox and radical critique

• orthodox and radical critique

The orthodox critique assumes

• Shared employee-management interest in improving performance.

• Challenges this assumption and sees appraisal as a control mechanism for management ends.

• Shared employee-management interest in decreasing performance.

What is the Halo and Horn effect:

• this arises from the difficulties faced in distinguishing actual performance from calculated impression.

• distortion of the rating based on the close relationship between the appraiser and the appraised.

• the danger that weight will be placed on performance in the immediate past rather than over the appraisal period as whole.

• the appraiser inflates the positive or negative characteristics of the employee on the basis of highly personal, non- rational feelings or beliefs.