Performance Appraisal

A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. We have list down some frequently asked questions and answers in Performance Appraisal to prepare your for HR Interview.

Q.1 What is BARS?
BARS expand to Behavioural Anchored Ranking Scale and it uses a vertical scale of acceptable and best behaviour of employee for a job role.
Q.2 Who performs the field review performance appraisal method?
The field review performance appraisal method is performed by officials from the HR department
Q.3 What is measured in the cost accounting method of performance appraisal?
The cost accounting method of performance appraisal measures the financial returns an employee generates for the company.
Q.4 Describe job evaluation
Job Evaluation is a process involving describing positions and comparing multiple role players on basis of responsibilities.
Q.5 List any disadvantage of MBO system
The MBO or Management Based Objective system for performance appraisal is a time consuming process with emphasis on results rather performance quality
Q.6 Which performance appraisal method amongst MBO or BARS or 360 degree feedback helps to address potential bias and incorporates fairness in assessment.
360 degree feedback incorporates fairness in assessment as input from multiple sources is used and also it address potential bias.
Q.7 Describe Forced Distribution Method
The Forced Distribution Method of performance appraisal involves assessing employees on the basis of a distribution scale.
Q.8 Explain ranking method for job evaluation.
The ranking method for job evaluation involves grouping jobs with similar characteristics.
Q.9 How to measure the impact of training on individual employees?
Measuring the impact of training on individual employees is performed by conducting quiz or survey to know the individual's understanding of the training various metrics can be deployed for monitoring and taking suitable actions for rectification.
Q.10 What is a skill gap analysis?
A skill gap analysis is needed while developing or changing new training programs. It compares the present skills and desired skills for achieving strategic organizational goals.
Q.11 List training needs assessment methods
Training needs assessment methods includes: Job specifications, observation, interviews, Group conferences and questionnaire surveys.
Q.12 What do you understand by competency?
A competency is an ability or skill which enables and improves the performance of a task.
Q.13 Differentiate amongst job analysis and evaluation.
Job analysis focuses on determining job‘s worth by data collection about the job and is the first stage of job evaluation. Job evaluation is a broader concept involving job analysis as it is the basis for a balanced wage structure by following the job analysis data and measure the value of job description to have a balanced wage structure.
Q.14 How to identify talented employees or individuals?
Talented employees or individuals can be identified by their performance data, client feedback or during the job interview.
Q.15 Illustrate job design.
Job design is a process of structuring the work for a given role and designating activities for the role.
Q.16 What does job analysis involves?
The process of job analysis involves collecting information on the nature of jobs and suitable employee required for the job.
Q.17 What is usually part of job description?
Job description usually includes job location, job role and responsibilities.
Q.18 What does performance appraisal aims for?
Performance appraisal aims for making employees aware of their strengths and weakness, analyse job roles and assess which employee is better suited for which role as well enlist training needs of the employees.
Q.19 How to manage a difficult employee?
Managing a difficult employee involves connecting with them to address issues being faced by them, listening to them and having a clear communication without any negative bias.
Q.20 How to manage conflict within your team?
We can apply various techniques for conflict resolution like collaborating, forcing, accommodating, avoiding or compromising.
Q.21 How will you address under performance by your team?
Under performance is managed by identifying the reasons for the same and resolving it. As team lead or manager, I will also understand and listen to the team members for problem being faced by them and will create an encouraging and motivated environment to achieve the desired performance. Continuous monitoring will also be implemented to address any future under performance.
Q.22 How do you prioritize tasks?
Prioritization of tasks depends primarily on the relevance and urgency as well as cost involved and resource availability. A to-do list is used to list important tasks for today and the sequence to perform them.
Q.23 How do you delegate task to your team members?
Delegating tasks to team members is based on the skill level of the team member, availability and past performance of the team member.
Q.24 What you think is the crucial factor in remote team management in the WFH scenario due to COVID-19?
Clear and unbiased communication amongst team members is the most important factor.
Q.25 Does performance appraisal involve candidate selection?
No, performance appraisal does not includes candidate selection but only assessment of existing employees, their training needs and doing job analysis for right employee in right role.
Q.26 What is the benefit to provide feedback from a performance appraisal, to employees?
The main benefit of providing feedback to employees is to motivate employees so that they can remove the listed performance deficiencies.
Q.27 What goals are assigned to employees and for performance appraisal as well?
The goals assigned to employee should be SMART or specific, measurable, achievable, realistic, and timely.
Q.28 How does an employee benefits if they are apprised of their performance?
An employee when aware of their performance as observed under performance appraisal not only addresses work-related deficiencies but they also help the employee with career planning.
Q.29 The performance appraisal process starts with
The first step of the performance appraisal process is defining the job role of the employee.
Q.30 What can be measured by a graphic rating scale?
A graphic rating scale can measure achievement of objectives, dimensions of performance and performance of actual duties.
Q.31 What does a graphic rating scale cannot measure
A graphic rating scale does not measures the performance of co-workers
Q.32 What are the main factors while developing an appraisal method?
The main factors to design an appraisal method are: what to measure and how to measure.
Q.33 Which performance appraisal method involves listing traits and a range of performance values for every listed trait?
The graphic rating scale method involves listing traits and a range of performance values for every listed trait.
Q.34 Can a graphic rating scale provide quantitative rating for employee based on problem-solving skills?
Yes, graphic rating scale can provide quantitative rating for employee based on problem-solving skills.
Q.35 What is alternation ranking method for performance appraisal?
The alternation ranking method for performance appraisal involves employees being categorized on basis of specific traits from best to worst by their supervisors or managers.
Q.36 Describe the critical incident method for performance appraisal
The critical incident method for performance appraisal involves logging of both positive and negative work-related behavior of employees by their supervisor or manager.
Q.37 Which bias in performance appraisal is observed if the supervisor rates subordinate on basis of a single trait instead of considering other traits?
The bias is called as halo effect
Q.38 If a manager plans for a highly accurate performance appraisal technique for ranking employees by using critical incidents for explaining ratings to appraise then, which technique the manager should use?
The manager should use BARS
Q.39 Which bias is present in the performance appraisal if it rates employees as average on performance?
The performance appraisal system has central tendency bias.
Q.40 How to prevent central tendency bias in the performance appraisal system?
By ranking employees, central tendency bias can be prevented in the performance appraisal system.
Q.41 Identify the bias in the performance appraisal system if the manager assigns high ratings to all subordinates consistently.
This phenomenon is called as leniency bias
Q.42 Which bias is present in the performance appraisal system if the manager assigns low ratings to all subordinates consistently?
The bias is strictness bias
Q.43 Which factor influences presence of bias in the performance appraisal of subordinate by the supervisor?
Bias in the performance appraisal of subordinate by the supervisor is influenced by the purpose of the appraisal and personal characteristics of the supervisor and subordinate.
Q.44 What will happen if the employees rate themselves?
The employees rate themselves higher against those by supervisor.
Q.45 What is the benefit of an appraisal interview?
An appraisal interview helps in planning to address the weaknesses of employee.
Q.46 Describe direction sharing
Direction sharing is a part of performance management which involves communicating company's goals and translating then to individual goals
Q.47 What is primarily used for developing performance standards?
Job description is primarily used for developing performance standards.
Q.48 If an employee is dissatisfied at work then what it may indicate about performance appraisal?
It indicates that the job is not structured to suit the employee's skills and preferences.
Q.49 What is the basis for job evaluation?
Job evaluation is based on the relative job worth for an organization
Q.50 What do you understand by comparative method?
The comparative method is a measurement method which rates employee performance as relative to other employees.
Get Govt. Certified Take Test