FUNDAMENTALS OF HUMAN
RESOURCE MANAGEMENT CHAPTER
10 QUESTIONS AND ANSWERS WITH
VERIFIED SOLUTIONS 2024
Performance Management - ANSWER the process through which managers ensure that employees'
activities and outputs contribute to the organization's goals
3 purposes of performance management - ANSWER strategic, administrative, developmental
Strategic Purpose - ANSWER effective performance management helps the organization achieve its
business objectives. Helps link employee behavior with goals.
Administrative Purpose - ANSWER ways in which organizations use the system to provide information for
day-to-day decisions about salary, benefits, and recognition programs.
Developmental purpose - ANSWER serves as a basis for developing employees' knowledge and skills
Six Steps in the Performance Management Process: - ANSWER 1. define performance outcomes for
company division and department
2. develop employee goals, behavior, and actions to achieve outcomes
3. provide support and ongoing performance discussions
4. evaluate performance
5. identify improvements needed
6. provide consequences for performance results
fit with strategy - ANSWER A performance management system should aim at achieving employee
behavior and attitudes that support the organization's strategy, goals, and culture.
validity - ANSWER refers to whether the appraisal measures all the relevant aspects of performance and
omits irrelevant aspects of performance
, Reliability - ANSWER describes the consistency of the results that the performance measure will deliver.
Acceptability - ANSWER whether or not a measure is valid and reliable, it must meet the practical
standard of being acceptable to the people who use it.
specific feedback - ANSWER a performance measure should specifically tell employees what is expected
of them and how they can meet those expectations
interrater reliability - ANSWER has consistency of results when more than one person measures
performance
test-retest reliability - ANSWER the consistency of scores on a test over time
Contamination - ANSWER irrelevant information (they were mean once)
deficiency - ANSWER disregard hard work etc
Simple Ranking - ANSWER method of performance measurement that requires managers to rank
employees in their group from the highest performer to the poorest performer
alternation ranking method - ANSWER Ranking employees from best to worst on a particular trait,
choosing highest, then lowest, until all are ranked.
forced distribution method - ANSWER similar to grading on a curve; predetermined percentages of
ratees are placed in various performance categories
paired comparison method - ANSWER method of performance measurement that compares each
employee with each other employee to establish rankings
5 methods of measuring performance - ANSWER comparative, attribute, behavioral, results, quality
RESOURCE MANAGEMENT CHAPTER
10 QUESTIONS AND ANSWERS WITH
VERIFIED SOLUTIONS 2024
Performance Management - ANSWER the process through which managers ensure that employees'
activities and outputs contribute to the organization's goals
3 purposes of performance management - ANSWER strategic, administrative, developmental
Strategic Purpose - ANSWER effective performance management helps the organization achieve its
business objectives. Helps link employee behavior with goals.
Administrative Purpose - ANSWER ways in which organizations use the system to provide information for
day-to-day decisions about salary, benefits, and recognition programs.
Developmental purpose - ANSWER serves as a basis for developing employees' knowledge and skills
Six Steps in the Performance Management Process: - ANSWER 1. define performance outcomes for
company division and department
2. develop employee goals, behavior, and actions to achieve outcomes
3. provide support and ongoing performance discussions
4. evaluate performance
5. identify improvements needed
6. provide consequences for performance results
fit with strategy - ANSWER A performance management system should aim at achieving employee
behavior and attitudes that support the organization's strategy, goals, and culture.
validity - ANSWER refers to whether the appraisal measures all the relevant aspects of performance and
omits irrelevant aspects of performance
, Reliability - ANSWER describes the consistency of the results that the performance measure will deliver.
Acceptability - ANSWER whether or not a measure is valid and reliable, it must meet the practical
standard of being acceptable to the people who use it.
specific feedback - ANSWER a performance measure should specifically tell employees what is expected
of them and how they can meet those expectations
interrater reliability - ANSWER has consistency of results when more than one person measures
performance
test-retest reliability - ANSWER the consistency of scores on a test over time
Contamination - ANSWER irrelevant information (they were mean once)
deficiency - ANSWER disregard hard work etc
Simple Ranking - ANSWER method of performance measurement that requires managers to rank
employees in their group from the highest performer to the poorest performer
alternation ranking method - ANSWER Ranking employees from best to worst on a particular trait,
choosing highest, then lowest, until all are ranked.
forced distribution method - ANSWER similar to grading on a curve; predetermined percentages of
ratees are placed in various performance categories
paired comparison method - ANSWER method of performance measurement that compares each
employee with each other employee to establish rankings
5 methods of measuring performance - ANSWER comparative, attribute, behavioral, results, quality
