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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

  1. What is a 'SMART' goal in performance management?

    Answer: Specific, Measurable, Achievable, Relevant, Time-bound

    SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound, providing clear criteria for evaluating performance.

  2. What is 'halo effect' as a performance appraisal bias?

    Answer: Allowing one outstanding trait to positively influence ratings on all other dimensions

    The halo effect occurs when a rater allows one positive characteristic to overly influence ratings of all other performance dimensions.

  3. What is 'management by objectives' (MBO)?

    Answer: A process where managers and employees jointly set goals, and performance is evaluated against those goals

    MBO is a performance management approach in which managers and employees collaboratively establish measurable objectives and evaluate performance against them.

  4. What is 'central tendency error' in performance appraisals?

    Answer: The tendency to rate all employees near the middle of the rating scale, avoiding extremes

    Central tendency error occurs when raters avoid using the high or low ends of the rating scale and cluster all ratings near the middle.

  5. What is the purpose of a 'performance improvement plan' (PIP)?

    Answer: To document performance deficiencies and establish a structured plan with specific expectations and support for improvement

    A PIP formally identifies gaps between current and expected performance, sets clear goals, provides support resources, and establishes a timeframe for improvement.

  6. What is 'forced ranking' or 'stack ranking' in performance management?

    Answer: A system requiring managers to distribute performance ratings on a fixed curve (e.g., top 20%, middle 70%, bottom 10%)

    Forced ranking requires managers to distribute ratings across a predetermined distribution, ensuring differentiation between high and low performers.