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Seminars |  |
On-Site | |
Events | |
Books | |
e-Learning | |
Self-Study | |
Research | |
Conference Centers |
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| .ASSESSMENT: |
| 1) |
Performance appraisals merely formalize feedback that managers have been giving throughout the year. |
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Agree. |
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Disagree. |
| 2) | Formal performance appraisals are conducted annually. |
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Agree. |
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Disagree. |
| 3) | Performance appraisals track performance against measurable goals set jointly by manager and employee. |
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Agree. |
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Disagree. |
| 4) | There is a quota system for ratings and/or raises. That is, managers are restricted in how many people they can rate excellent, or they are required to spread their ratings for all employees over a curve. |
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Agree. |
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Disagree. |
| 5) | Employees know exactly what they have to do to earn each rating. |
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Agree. |
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Disagree. |
| 6) | Because goals and standards are set between manager and employee, people with similar jobs in different departments can be judged very differently. |
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Agree. |
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Disagree. |
| 7) | The appraisal primarily measures results, but it also includes some behaviors that are crucial to success on the job. For these the standards are verifiable observations. |
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Agree. |
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Disagree. |
| 8) | The rating scale is very broad, with 10-15 categories. |
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Agree. |
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Disagree. |
| 9) | Employees are responsible for gathering the evidence on which the rating is based. |
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Agree. |
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Disagree. |
| 10) | There is no evidence that performance appraisals lead to performance improvements. |
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Agree. |
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Disagree. |
Ideally, the answer to the question posed by the title of this quiz would be "Nothing." But if that were the case, you probably wouldn't be reading this. So, this quiz appraises your performance appraisal system. No five-point rating scale here. Just respond to each statement with Agree or Disagree, based upon how your system really works, not on how you think it should.