Human Resources Performance Management 2

Question 1

What is 'behaviorally anchored rating scale' (BARS)?

Accepted Answer

An appraisal tool using specific behavioral examples to anchor each point on the rating scale

Answer

BARS combines the benefits of narrative descriptions and quantified ratings by anchoring each scale point with specific behavioral examples.

Question 2

What is 'recency bias' in performance reviews?

Accepted Answer

Overweighting the most recent performance period rather than evaluating the full review cycle

Answer

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.

Question 3

What is OKR (Objectives and Key Results) as a goal-setting framework?

Accepted Answer

A framework pairing qualitative objectives with 2-5 quantitative key results to measure progress

Answer

OKRs pair aspirational objectives with measurable key results, helping align individual, team, and organizational goals.

Question 4

What is 'leniency bias' in performance ratings?

Accepted Answer

The tendency to rate employees higher than their actual performance warrants

Answer

Leniency bias occurs when a rater consistently rates employees more favorably than their performance merits, often to avoid conflict.

Question 5

What distinguishes 'summative' from 'formative' performance evaluation?

Accepted Answer

Summative provides a final performance judgment at the end of a period; formative provides ongoing feedback for development

Answer

Summative evaluation produces an end-of-period judgment (rating, ranking), while formative evaluation provides continuous feedback to guide improvement.

Human Resources Practice Test

Human Resources Practice Test

Human Resources Performance Management 2