The evaluation process that compares the actual performance of an employee with the expected performance standard is called ()
A: performance evaluation
B: human resource development
C: employee promotion
D: rewarding
A: performance evaluation
B: human resource development
C: employee promotion
D: rewarding
举一反三
- The process through which an organization gets information on how closely an employee's actual performance met the performance plan is: A: performance appraisal. B: performance management. C: performance feedback. D: ability analysis.
- Managers could choose to do nothing when ________. A: an employee fails to attain the standard because of internal problems B: the difference between actual performance and standard performance is low and acceptable C: performance standards are acceptable, though the employees have not attained it D: the variance observed from the expected performance is caused due to unrealistic standards
- When an employee has a very favorable performance evaluation, the supervisor should __________. A: do nothing, since there are no problems to correct B: try to find at least a few minor deficiencies to make sure the worker doesn't become complacent C: skip the next evaluation for that employee D: recognize and reward the employee who received the excellent evaluation to encourage the same level of performance in the future
- Ahigh-highleaderintheOhioStatestudiesachievedthehighestratingswithrespectto________. A: both employee performance and satisfaction B: employee performance only C: employee satisfaction only D: employee performance for routine tasks only
- Critical-incident appraisal involves setting a standard or expected level of output and then comparing each employee’s performance to the standard.