\fQuestion 14 Briefly explain why it is necessary to keep performance management records in an employee's file Question 15 List the important factors in choosing an appropriate location and environment for a councelling session with an employee Question 16 Outline the tasks you would need to complete in preparation for a performance appraisalQuestion 8 Explain the importance of the following components of a performance management system: KPIs Regular informal feedback 1012 70 Staff training Employee rewards Question 9 List three (3) common indicators of poor performance: Question 10 Outline the steps you would take when conducting a formal counselling session due to an employee's poor or underperformance. (Include your planning/preparation steps)Question 18 evaluations Describe a strategy that you could use to ensure you remain fair and open when conducting performance Question 19 Explain the importance of using your tea work skills to implement a 360 degree feedback system to enhance the whole of team performance ? Question 20 List the four ( 4 ) steps of the monitoring process\f\fQuestionnaire Part A - Multiple Choice Questions Circle the correct answer. 1. Who is the best person to carry out a performance appraisal? a) A fellow employee An immediate supervisor or manager The organisation's General Manager An employee from a different department 2. A performance appraisal is best carried out: a) Once only after the probationary period b) Monthly Annually d) None of the above 3. A performance appraisal method where team members review each other's performance can be described as:- a) 360 degree method b) Critical incident method c) Narrative method d) Rating scale method 4. Performance Management aligns individual employee goals and measures of success against:- Fellow employees Industry standards The organisation's strategic and business plans All of the above 5. A performance appraisal will consist of three main components which are:- ay Reviewing the past, assessing the workplace environment & looking to the future b) Assessing the workplace environment, looking to the future & reviewing salary c) Looking to the future, reviewing the past & negotiating working conditions d) None of the above