Performance Management Flashcards
7 cards from real SPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management flashcards as text
An organization shifts from annual performance reviews to continuous performance conversations. The PRIMARY benefit of this change is:
Answer: Providing timely feedback that enables faster performance correction
Continuous feedback allows employees to make real-time adjustments, addressing performance issues before they compound over a full year.
Which legal principle is most directly violated when a performance appraisal system produces disparate impact on a protected class?
Answer: Title VII of the Civil Rights Act of 1964
Title VII prohibits employment practices, including performance evaluations, that produce adverse outcomes for members of protected classes without business justification.
When calibrating performance ratings across departments, the PRIMARY goal is to:
Answer: Promote consistency and fairness in how ratings are applied across the organization
Calibration sessions align managers on performance standards to ensure ratings reflect consistent criteria rather than individual manager leniency or harshness.
Which performance management model is characterized by separating 'performance development' from 'performance evaluation' to reduce bias in compensation decisions?
Answer: Split-process performance management
Split-process models decouple developmental conversations from evaluative ones, allowing employees to be more open during coaching without fear of pay consequences.
A senior HR manager discovers that leniency bias is widespread across the organization's performance ratings. The BEST corrective action is to:
Answer: Provide calibration training for managers and implement peer review of ratings
Calibration training and peer review of ratings address the root cause of leniency bias by creating accountability and shared standards among raters.
The balanced scorecard performance framework aligns employee goals along which four primary perspectives?
Answer: Financial, Customer, Internal Processes, Learning and Growth
Kaplan and Norton's Balanced Scorecard links performance to Financial, Customer, Internal Business Processes, and Learning and Growth perspectives.
When designing a performance appraisal system, which of the following MOST ensures its legal defensibility?
Answer: Ensuring evaluations are based on job-related criteria derived from a job analysis
Courts require that performance standards be based on validated, job-related criteria from a job analysis to withstand legal scrutiny.