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Questions and Answers
Deloitte's performance management system was redesigned because it was believed to be in line with the firm's objectives.
Deloitte's performance management system was redesigned because it was believed to be in line with the firm's objectives.
False (B)
The internal research conducted by Deloitte identified 30 high-performing teams with 1,287 employees.
The internal research conducted by Deloitte identified 30 high-performing teams with 1,287 employees.
False (B)
The survey revealed that 58 per cent of Deloitte's executives successfully drove employee engagement and high performance.
The survey revealed that 58 per cent of Deloitte's executives successfully drove employee engagement and high performance.
False (B)
Deloitte's performance management system only evaluated employees at the end of the year.
Deloitte's performance management system only evaluated employees at the end of the year.
The consensus meetings at Deloitte involved discussing only a few employees at a time.
The consensus meetings at Deloitte involved discussing only a few employees at a time.
The system developed by Deloitte includes 360-degree feedback tools.
The system developed by Deloitte includes 360-degree feedback tools.
Deloitte's review of research found that ratings were determined mainly by actual performance rather than by the peculiarity of the perceptions of raters.
Deloitte's review of research found that ratings were determined mainly by actual performance rather than by the peculiarity of the perceptions of raters.
Gap Inc's new performance management process, 'Grow.Perform.Succeed', is only for its retail store and distribution centre staff.
Gap Inc's new performance management process, 'Grow.Perform.Succeed', is only for its retail store and distribution centre staff.
The 'strengths-based' approach to performance management was developed by Gap Inc.
The 'strengths-based' approach to performance management was developed by Gap Inc.
Team leaders are required to check in with each team member once a month under Deloitte's system.
Team leaders are required to check in with each team member once a month under Deloitte's system.
Deloitte spent approximately 1 million hours a year on performance management.
Deloitte spent approximately 1 million hours a year on performance management.
Gap Inc's new process involves formal reviews and performance ratings.
Gap Inc's new process involves formal reviews and performance ratings.
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