Performance Management Flashcards
6 cards from real Human Resources practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Performance Management flashcards as text
What is 'behaviorally anchored rating scale' (BARS)?
Answer: An appraisal tool using specific behavioral examples to anchor each point on the rating scale
BARS combines the benefits of narrative descriptions and quantified ratings by anchoring each scale point with specific behavioral examples.
What is 'recency bias' in performance reviews?
Answer: Overweighting the most recent performance period rather than evaluating the full review cycle
Recency bias occurs when a manager gives disproportionate weight to the employee's most recent performance, positively or negatively, rather than the full review period.
What is OKR (Objectives and Key Results) as a goal-setting framework?
Answer: A framework pairing qualitative objectives with 2-5 quantitative key results to measure progress
OKRs pair aspirational objectives with measurable key results, helping align individual, team, and organizational goals.
What is 'leniency bias' in performance ratings?
Answer: The tendency to rate employees higher than their actual performance warrants
Leniency bias occurs when a rater consistently rates employees more favorably than their performance merits, often to avoid conflict.
What distinguishes 'summative' from 'formative' performance evaluation?
Answer: Summative provides a final performance judgment at the end of a period; formative provides ongoing feedback for development
Summative evaluation produces an end-of-period judgment (rating, ranking), while formative evaluation provides continuous feedback to guide improvement.
What is a 'critical incident' method of performance appraisal?
Answer: Recording specific examples of notable positive or negative employee behaviors throughout the review period
The critical incident method requires managers to maintain records of specific behavioral examples that illustrate effective or ineffective performance.