1. Why would it be important to have a performance management system linked to strategic goals and implemented relatively consistently across all levels in an organization?
2. How could one tell whether the metrics used for performance evaluations were KPIs?
3. Describe two ways that a balanced scorecard may be superior to more traditional monitoring systems.
4. List four reasons why companies have so many difficulties with individual performance appraisal systems.
5. What are the advantages of a forced distribution in employee evaluations (a stacked or forced ranking system)?
6. Why should employee appraisals be conducted more than once a year?
7. Give two reasons the 360-degree feedback appraisal system improves an employee evaluation. Offer two reasons that 360-degree feedback may make the evaluation more difficult.
8. How do competency-based appraisal systems provide consistency, transparency, and fairness?