CPM Performance Management & Appraisal Flashcards
6 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CPM Performance Management & Appraisal flashcards as text
The PRIMARY purpose of a performance appraisal in management is to:
Answer: Provide feedback and support employee development and goal alignment
Performance appraisals are designed to give employees structured feedback that drives development and aligns individual performance with organizational goals.
Which performance appraisal method collects feedback from supervisors, peers, subordinates, and the employee themselves?
Answer: 360-degree feedback
360-degree feedback gathers a comprehensive view of performance from multiple sources including peers, direct reports, supervisors, and self-assessment.
SMART goals in performance management are defined as goals that are:
Answer: Specific, measurable, achievable, relevant, and time-bound
SMART goals must be Specific, Measurable, Achievable, Relevant, and Time-bound to provide clear direction and enable objective evaluation.
Which appraisal bias occurs when a manager rates all employees similarly, ignoring actual performance differences?
Answer: Central tendency error
Central tendency error happens when a rater avoids extreme ratings and clusters all evaluations near the middle of the scale.
Management by Objectives (MBO) involves:
Answer: Employees and managers jointly setting measurable goals
MBO is a participative process in which managers and employees collaboratively establish specific, measurable objectives for the evaluation period.
A performance improvement plan (PIP) is MOST appropriately used when:
Answer: An employee is not meeting expectations and needs a structured improvement path
A PIP provides underperforming employees with specific expectations, support resources, and timelines to help them improve to acceptable performance levels.