HR MANAGEMENT FINAL EXAM NOTES

1. Performance appraisal means evaluating an employee’s current and/or past

performance relative to his or her performance standards.
2. performance appraisal process:
 Setting work standards.
 Assessing the employee’s actual performance relative to those standards and
 Providing feedback to the employee with the aim of helping him or her to
eliminate performance deficiencies.
3. Why Appraise Performance? Or reasons to appraise subordinates’ performance.
 First, most employers base pay, promotion, and retention decisions in large
part on the employee’s appraisal.
 Appraisals play a central role in the employer’s performance management
process.
 The appraisal lets the manager and subordinate develop a plan for correcting
any deficiencies, and to reinforce the subordinate’s strengths.
4. How to set Effective Goals?
 Assign specific goals.
 Assign measurable goals.
 Assign challenging but doable goals.
 Encourage participation.
5. Who Should Do the Appraising?
 Peer Appraisals., Rating Committees., Self-Ratings, Appraisal by
Subordinates., 360-Degree Feedback, Electronic performance monitoring
(EPM)
 N.B: Appraisals by the immediate supervisor are still the heart of most
appraisal processes.
6. Rating problems include:
 Unclear Standards
 The Halo Effect
 Central Tendency
 Leniency/Strictness
 Recency Effects
7. Appraisal Interview – an interview in which the supervisor and subordinate review
the appraisal and make plans to remedy deficiencies and reinforce strengths.
8. How to Conduct the Appraisal Interview?
 Preparation
 Planning
 coaching.
 HR MANAGEMENT FINAL EXAM NOTES

9. Guidelines to Conducting the Appraisal Interview include:

 Talk in terms of objective work data.
 Don’t get personal.
 Encourage the person to talk.
 Get agreement.
10. How to Handle a Defensive Subordinate?
 Recognize that defensive behavior is normal.
 Never attack a person’s defenses.
 Postpone action.
 Recognize your limitations.
11. Performance Management is the continuous process of identifying, measuring, and
developing the performance of individuals and teams and aligning their performance
with the organization’s goals.
12. How to Criticize a Subordinate?
 Maintain his or her dignity
 Discuss in private
 Provide constructive criticism
 Provide examples
 Give feedback periodically
13. An interview is a procedure designed to obtain information from a person through
oral responses to oral inquiries.
14. A selection interview is a selection procedure designed to predict future job
performance based on applicants’ oral responses to oral inquiries.
15. Basic Types of Interviews are selection interview, appraisal interview, and exit
interview.
16. In structured (or directive) interviews, the employer lists the questions ahead of time.
He or she also may even list and score possible answers for appropriateness.
In unstructured (or nondirective) interviews, the manager follows no set format.
17. In a situational interview, you ask the candidate what his or her behavior would be in
a given situation.
In behavioral interviews, ask applicants to describe how they reacted to actual
situations in the past.
In a job-related interview, the interviewer asks applicants questions about job-
relevant past experiences.
In a stress interview – the interviewer seeks to make the applicant uncomfortable
with occasionally rude questions.
18. How Should We Conduct the Interview? One-on-One or by a panel of interviewers
Sequentially or all at once, Computerized, or personally, online.
19. In a one-on-one interview, two people meet alone, and one interviews the other by
seeking oral responses to oral inquiries.
In a sequential (or serial) interview, several persons interview the applicant, in
sequence, one-on-one, and then make their hiring decision.
 HR MANAGEMENT FINAL EXAM NOTES

A panel interview, also known as a board interview, is an interview conducted by a

team of interviewers.
The mass interview – Here a panel interviews several candidates simultaneously.

20. Designing a Structured Situational Interview, the procedure is as follows.

Step 1. Analyze the job.
Step 2. Rate the job’s main duties.
Step 3. Create interview questions.
Step 4. Create benchmark answers.
Step 5. Appoint the interview panel and conduct interviews.
21. How to Conduct an Effective Interview?
Step 1: First, know the job.,
Step 2: Structure the interview.,
Step 3: Get organized.
Step 4: Establish rapport.,
Step 5: Ask questions.,
Step 6: Take brief,
Step 7: Close the interview.,
Step 8: Review the interview.
22. Employee orientation (or onboarding) as a procedure for providing new employees
with basic background information about the firm.
23. Orientation content include: information on employees benefits, personnel policies,
the daily routine, company organization and operations, safety measures and
regulations, facilities tour.
24. Training means giving new or current employees the skills that they need to perform
their jobs.
25. The ADDIE five-step training program includes:
 Analyze the training need.
 Design the overall training program.
 Develop the course.
 Implement training by actually training the targeted employee group.
 Evaluate the course effectiveness.
26. Training methods are:
 On the job training (OJT)
 Apprenticeship training
 Informal learning
 Job instruction training (JIT)
 Effective lectures
 Programmed instructions
 Literacy training techniques
 Audiovisual based training
 Stimulated training
27. On the job training methods
 HR MANAGEMENT FINAL EXAM NOTES

 Couching or understudy
 Job rotation
 Special assignments
28. Advantages of OJT include inexpensive and immediate feedback
29. Steps on the job training are
 Prepare the learner, Present the operation, Do a tryout, Follow up
30. Advantages of programmed learning
 Reduced training time, Self-based learning, Immediate feedback
Reduced risk of errors for learner
31. Management development is any attempt to improve current or future management
performance by imparting knowledge, changing, attitudes or increasing skills.
32. Of the job training and development methods are
 Case study method
 Management game
 Outside seminars
 Role playing and Behavior modeling