CPHR Performance Management Flashcards
6 cards from real CPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CPHR Performance Management flashcards as text
What is the 'central tendency error' in performance appraisals?
Answer: The tendency to rate all employees as average or in the middle of the scale
Central tendency error occurs when appraisers avoid extreme ratings and cluster all evaluations near the midpoint of the scale, failing to differentiate performance levels.
What is the purpose of a Performance Improvement Plan (PIP)?
Answer: To document performance deficiencies and outline specific improvements required within a defined timeframe
A PIP is a formal document that identifies performance gaps, sets specific measurable improvement goals, and establishes timelines and support mechanisms to help an employee meet performance standards.
Which approach to performance management involves providing employees with frequent, real-time feedback rather than relying solely on annual reviews?
Answer: Continuous performance management
Continuous performance management replaces or supplements annual reviews with ongoing feedback, regular check-ins, and real-time coaching to improve performance throughout the year.
What does 'calibration' mean in the context of performance management?
Answer: A process where managers align and standardize their performance ratings to ensure consistency across the organization
Calibration sessions bring managers together to discuss and align their performance ratings, ensuring consistent application of standards and reducing individual rater bias.
What is 'recency bias' in performance appraisals?
Answer: Over-weighting recent events and under-weighting performance from earlier in the review period
Recency bias occurs when evaluators disproportionately base their performance ratings on events that happened most recently, rather than considering the employee's entire performance throughout the review period.
In performance management, what is the difference between 'outcome-based' and 'behavior-based' performance evaluation?
Answer: Outcome-based measures results achieved while behavior-based measures how those results were accomplished
Outcome-based evaluation focuses on whether the employee achieved specific measurable results, while behavior-based evaluation assesses the actions, competencies, and methods used to achieve those results.