Untitled Quiz

A work arrangement where an employee works less than 34 hours a week, typically paid hourly.

Permanent employment with a written contract, usually 35 or more hours a week.

Moving an employee to a higher-level job with increased duties, responsibilities, pay, and privileges.

A promotion system where the supervisor decides who gets promoted.

A public system, also called job posting, encouraging participation in promotions and equality.

Promoting the employee who has been with the company longest, all other things being equal.

Promotion based on employee's qualifications and past performance.

Employee's attendance record is a factor, often considering the last two to three years.

A verbal correction given by a supervisor for minor employee misconduct.

A formal written warning added to the employee's personnel file for misconduct.

Temporary layoff for repeated minor policy violations.

Complete job loss (including benefits) due to serious misconduct.

Employee chooses to leave the company; includes resignation and retirement.

Employer initiates employee separation, due to misconduct or other reasons.

Performance appraisal is used to determine salary increases, considering an employee's job performance. Formal appraisals are more common in large organizations due to less direct contact with decision-makers.

Performance appraisals play a key role in promotion decisions. They help determine if an employee is qualified for a more senior role, identifying strengths and weaknesses, and potential training needs.

Performance appraisals serve multiple purposes within an organization, including providing feedback, identifying training needs, supporting promotion decisions, and even addressing salary increases.

Performance appraisals can be used to identify areas where an employee needs training to improve. This information can be used to develop targeted training programs.

Performance appraisals provide employees with valuable feedback about their performance. This feedback helps them understand their strengths and weaknesses, enabling them to improve their work.

Performance appraisals can be used to motivate employees by providing positive reinforcement for good performance and guidance for improvement.

Formal appraisals involve a structured process, often documented, while informal appraisals occur on a less structured basis, with frequent feedback. The choice depends on company size and management style.

Performance appraisals are designed to align employee performance with organizational goals. By evaluating individual performance, the company can ensure employees are working towards achieving the company's objectives.