PHR Performance Management 2

Question 1

Which appraisal method requires managers to document specific examples of especially effective or ineffective employee behavior throughout the rating period?

Accepted Answer

Critical incident method

Answer

The critical incident method involves recording specific behavioral examples—both positive and negative—that illustrate how well an employee performs key job duties.

Question 2

When developing performance standards, HR should ensure that they are primarily derived from:

Accepted Answer

The organization's strategic goals and job analysis data

Answer

Valid performance standards must reflect what the job actually requires, so they should be grounded in job analysis and aligned with organizational strategic goals.

Question 3

The 'recency effect' error in performance appraisals means the rater:

Accepted Answer

Rates employees based only on events that occurred close to the review date

Answer

The recency effect causes raters to overweight events that occurred just before the review, distorting the evaluation of performance across the full rating period.

Question 4

A Behaviorally Anchored Rating Scale (BARS) improves upon graphic rating scales primarily by:

Accepted Answer

Tying scale points to specific observable behavioral examples

Answer

BARS anchors each point on the rating scale to specific behavioral descriptions, making ratings more objective and consistent by giving raters concrete examples to reference.

Question 5

In the context of performance management, 'calibration sessions' are conducted to:

Accepted Answer

Ensure rating consistency and fairness across managers and departments

Answer

Calibration sessions bring managers together to discuss and align their employee ratings, reducing inconsistency and bias across different raters.

PHR Practice Test

PHR Practice Test

PHR Performance Management 2