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 Behaviorally Anchored Rating Scale (BARS) method of performance appraisal?
Answer: A scale that uses specific behavioral descriptions as anchors at various points to guide performance ratings
BARS combines elements of the critical incident method and rating scale by using concrete behavioral examples to define performance levels, reducing subjectivity in evaluations.
What is the concept of 'pay for performance' in compensation tied to performance management?
Answer: Linking compensation increases or bonuses directly to measured individual or organizational performance outcomes
Pay for performance systems create a direct link between an employee's measured performance outcomes and their compensation, incentivizing higher levels of achievement.
What is the 'forced distribution' method in performance appraisals?
Answer: Requiring managers to distribute ratings across a predetermined percentage allocation such as top 20%, middle 70%, bottom 10%
Forced distribution requires managers to assign ratings that conform to a specific distribution curve, preventing clustering of ratings and differentiating performance levels.
What role does coaching play in performance management?
Answer: Providing ongoing guidance, feedback, and support to help employees develop skills and improve performance
Coaching is a developmental activity where managers engage in regular conversations to provide feedback, remove obstacles, build skills, and support employees in achieving their performance goals.
What is 'performance calibration equity' and why is it important in multi-department organizations?
Answer: Ensuring consistent performance rating standards are applied across departments so employees are evaluated fairly regardless of their manager
Performance calibration equity ensures that a rating of 'exceeds expectations' means the same thing in every department, preventing scenarios where ratings depend more on the manager than on actual performance.
How should HR professionals handle a situation where a manager consistently rates all direct reports as 'outstanding' regardless of actual performance differences?
Answer: Require the manager to participate in calibration sessions and provide training on performance differentiation
Calibration sessions expose leniency bias and provide managers with training and peer comparison to help them differentiate performance more accurately and fairly.