Performance Evaluation Interview Preparation Guide
Strengthen your Performance Appraisal Methods interview skills with our collection of 38 important questions. Our questions cover a wide range of topics in Performance Appraisal Methods to ensure youre well-prepared. Whether youre new to the field or have years of experience, these questions are designed to help you succeed. Access the free PDF to get all 38 questions and give yourself the best chance of acing your Performance Appraisal Methods interview. This resource is perfect for thorough preparation and confidence building.38 Performance Appraisal Methods Questions and Answers:
1 :: What is performance appraisal process?
The performance appraisal process is construed as a function of 3 interacting systems: organizational context, the appraiser's information processing system, and the behavioral system of the appraisee. It is argued that aspects of each system constrain the ability of the appraisal process to produce accurate, unbiased, and reliable assessment of individual behavior and performance.
2 :: What are the characteristics of performance appraisal process?
The following characteristics of the appraisal process are discussed:
1) Observation, reward opportunities, and systemic issues such as function and expectations within the context of the organization.
2) The appraiser's automatic attention processes, categorization and memory, and information search and recall.
3) Appraisee's automatic and controlled modes of behavior.
1) Observation, reward opportunities, and systemic issues such as function and expectations within the context of the organization.
2) The appraiser's automatic attention processes, categorization and memory, and information search and recall.
3) Appraisee's automatic and controlled modes of behavior.
3 :: What is a performance appraisal method?
The intention to find an optimal way of employee performance appraisal led to the development of a number of methods. Methods differ in terms of their laboriousness, time demands, costs and usability, e.g. for the purposes of reward of employees subject to the appraisal. A significant criterion for the distinction of methods and their suitability for specific situations is time or whether the method is aimed at the evaluating of work already carried out or the identification of future results.
4 :: What is the classification of employee performance appraisal methods based on the time factor?
Three groups of methods may be distinguished according to the time horizon:
☛ Methods focusing on the past that are targeted at past events.
☛ Methods focusing on the present state that evaluate the current situation.
☛ Methods focusing on the future that are oriented towards future forecasts.
☛ Methods focusing on the past that are targeted at past events.
☛ Methods focusing on the present state that evaluate the current situation.
☛ Methods focusing on the future that are oriented towards future forecasts.
5 :: What are the classifications of employee performance appraisal methods according to foreign authors?
Foreign specialists offer more types of method classification. Their classification is as follows:
☛ Traditional and modern methods.
☛ Objective methods or performance-oriented methods and judgmental methods.
☛ Scaling methods, narrative methods.
☛ Comparative, rating, narrative and behavioral methods.
☛ Traditional and modern methods.
☛ Objective methods or performance-oriented methods and judgmental methods.
☛ Scaling methods, narrative methods.
☛ Comparative, rating, narrative and behavioral methods.
6 :: What are the purposes of performance appraisal process?
The main purposes of employee assessment are as follows:
☛ Identify employees who are eligible for salary increase.
☛ Generate data to take personnel decisions such as promotion, transfer and lay-off or termination decision.
☛ Determine the training and development needs of the employees.
☛ Validate the selection process.
☛ To measure whether standards laid down has been achieved by the employees or not.
☛ Estimate the future requirement of work force.
☛ Helps to recognize potential of promising employees.
☛ Performance appraisal also helps in motivating employees by providing feed back about their level of performance.
☛ Identify employees who are eligible for salary increase.
☛ Generate data to take personnel decisions such as promotion, transfer and lay-off or termination decision.
☛ Determine the training and development needs of the employees.
☛ Validate the selection process.
☛ To measure whether standards laid down has been achieved by the employees or not.
☛ Estimate the future requirement of work force.
☛ Helps to recognize potential of promising employees.
☛ Performance appraisal also helps in motivating employees by providing feed back about their level of performance.
7 :: What are the methods of performance appraisal?
Methods of performance appraisal:
☛ Narratives:
Critical Incidents
☛ Ranking Comparisons:
Ranking Method And Paired comparisons
☛ Checklists:
Simple-Weighted
☛ Rating Scales:
Graphic Rating Scales-behaviorally And Anchored Rating Scales(BARS)
☛ Objective Measures:
Goal Setting Standards
☛ 360-degree feedback
☛ Narratives:
Critical Incidents
☛ Ranking Comparisons:
Ranking Method And Paired comparisons
☛ Checklists:
Simple-Weighted
☛ Rating Scales:
Graphic Rating Scales-behaviorally And Anchored Rating Scales(BARS)
☛ Objective Measures:
Goal Setting Standards
☛ 360-degree feedback
8 :: What does essay appraisal method provide?
They provide an opportunity for supervisors to describe aspects of performance not thoroughly covered by an appraisal questionnaire.
9 :: What is the disadvantage of the methods focusing on the past?
The disadvantage of this method is the impossibility of result alteration. Employee performance appraisal oriented towards the future focuses on future performance.
10 :: What is critical incident appraisal method?
A performance appraisal in which the supervisor keeps a record of incidents that show positive and negative ways the employee has acted; the supervisor uses this record to assess the employee's performance.