C232 WGU Introduction to Human Resource Management - Chapter 7

C232 WGU Introduction to Human Resource Management

• Chapter 7

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Aaa Practice questions for this set Learn1 / 7Study using Learn training can significantly improve performance provide appropriate training and current level of performance Choose an answer 1 Administrative Uses of Performance Appraisals 2HR Relationships - Job Analysis 3Training and Development4superior or rater Don't know?

Administrative Uses of Performance Appraisals Salary increases or decreases demotions layoffs promotions/transfers terminations Developmental Uses of Performance Appraisals identifying training needs motivating employees to improve providing feedback counseling employees spotting performance deficiencies identifying and acknowledging strengths Performance Appraisal key partsmaking sure that the organization's goals are aligned with required jobs and KSAs setting work standards to clarify performance expectations creating measures and metricsthat document the level and scope of these standards assessing the employees actual performance relative to those standards providing feed back to the employee with the aim of motivating that person to eliminate performance deficiencies or to continue to perform above standard subordinate or rateeperson receiving the appraisal superior or raterperson doing the appraising Purpose - Management Developmentframework for future employee development by identifying and preparing individuals for increased responsibilities Purpose - Performance Measurementestablishes the relative value of an individuals contribution to the company and helps evaluate individual accomplishments Purpose - Feedbackoutlines what performance is expected from employees Purpose - HR Planningaudits management talent and potential to evaluate the current supply of human resources for replacement planning Purpose - legal compliancehelps establish the validity of employment decisions made on the basis of performance-based information defend management actions such as demotions, transfers or terminations Purpose - communicationsprovides a format for dialogue between superior and subordinate and improves the understanding of personal goals and careers Purpose - Enhanced supervisory understanding of the Job encourages superiors to be aware of what their subordinates are doing HR Relationships - Job Analysisvalidity of the PA form, job relatedness of an evaluation criterion HR Relationships - Selection and Placementreview and revise job descriptions

Compensationmotivate employees contingent rewards based on performance Training and Developmenttraining can significantly improve performance provide appropriate training and current level of performance Appraisal by Supervisorssupervisor is the immediate boss of the subordinate being evaluated supervisor may have reward and punishment power subordinate may feel threatened Self-Appraisalevaluating one's performance may become more involved and committed to the goals of the organization and to individual goals self-development, personal growth and goal commitment Peer Appraisalvaluable when superiors lack access to some aspects of the subordinate's performance self-managed teams teamwork and participation of the organizational culture not good for a highly competitive and performance based organization Appraisal by Subordinatesteacher evaluations learn of improvements solely on the basis of personality or with respect to their own needs rather than those of the organization inflate evaluations of their superiors Appraisal by Customerscustomers or clients of the job incumbents car dealerships computer monitoringgathering performance data through computers