Reference no: EM132880364
Mr. Shroff is a talented and experienced human resources manager with over 15 years of experience, of which the last 5 have been at Britestar Company.
He is respected due to his appropriate and fair performance appraisal techniques. His preferred techniques are the checklist method, 360° feedback and rating scales In recent months, due to Mr. Shroff's good rapport and close relations with his subordinates Kumar and Gupta, he has developed a new tendency to appraise the performance of those employees with leniency. As a result of these unfair and inappropriate appraisals, many of the employees have shown reduced productivity. Other employees have become irresponsible towards their tasks along with indifferent behavior, showing no interest to put in their best efforts to realize the goals and mission of the company. Some employees are planning to resign as no proper feedbacks are provided when required and no better prospects for promotions are expected to see the light of the day.
1. Of the 3 preferred techniques which Mr. Shroff uses, only 360° feedback and rating scales are discussed in our text. These are examples of which type of evaluation method?
a) comparative evaluation method
b) non-comparative evaluation method
c) performance appraisal system method
d) contrast evaluation method
e) forced distribution method
2. Mr. Shroff can use 360° feedback for all of the following purposes EXCEPT:
a) Job redesign
b) Training program objectives
c) Feedback and performance improvement
d) Employee development
e) Employee recruitment
3. Which employee evaluation method could be used to overcome Mr. Shroff's leniency towards Gupta and Kumar and ensure fairness for the other Britestar employees?
a) ranking method
b) behaviourally anchored rating scales
c) performance tests
d) forced distributions
e) peer reviews
4. Mr. Shroff's leniency bias towards his colleagues Kumar and Gupta is an example of:
a) rater biases
b) strictness biases
c) error of central tendency
d) personal prejudice
e) the recency effect
5. Mr. Shroff's recent practice of evaluating the performance of the employees taking into account their recent performances only is an example of:
a) contrast errors
b) the error of central tendency
c) the recency effect
d) personal prejudice
e) the Balanced Scorecard affect
6. Which of the following is the process of identifying, measuring, and developing individual and team performance to align performance with an organization's strategic goals?
a) performance appraisal
b) employee development
c) performance management
d) talent management
e) career planning
7. Which of the following describes subjective performance measures?
a) ratings that are verifiable by others
b) ratings based on opinion or perception
c) ratings based on having witnessed the performance
d) ratings based on substitutes for actual performance
e) ratings that are usually quantitative
8. Which of the following needs to be considered after the purpose of a performance appraisal system has been established and the system has been linked to organizational objectives?
a) transforming organizational objectives into measurable outcomes
b) setting performance targets
c) establishing a forward-looking strategic partnership between management and employees
d) including measures of employee satisfaction
e) using a balanced scorecard to assess the performance of the overall organization