Question 1

What do the letters in the SMART acronym stand for?&#10;A) Specific, manageable, agreed, relevant, time bound&#10;B) Strategic, measurable, appropriate, relevant, task-oriented&#10;C) Specific, measurable, appropriate, relevant, time bound&#10;D) Strategic, manageable, agreed, regulated, task-oriented

Accepted Answer

The SMART acronym stands for Specific, Measurable, Appropriate, Relevant, and Time bound which are better represented by choice C. Choice A and D both have incorrect words in them, while choice B has appropriate and relevant, but lacks specific and time bound which are important components of the SMART criteria.

Question 2

Which of the following factors is not one which is commonly seen as distinguishing performance appraisal and performance management?&#10;A) Performance management is led by the HR function&#10;B) Performance management links individual objectives to organisational objectives&#10;C) Performance management is continuous and ongoing&#10;D) Performance management is based on ideas of 'mutual commitment'

Accepted Answer

While the HR function may play a significant role in designing and implementing performance management systems, it is not a defining characteristic that distinguishes performance appraisal and performance management. The other options all highlight key features of performance management, such as the focus on aligning individual goals with organizational goals, the emphasis on ongoing feedback and development, and the idea of creating a shared commitment between employees and the organization.

Question 3

What is being described here? A performance management activity which involves feedback on an individual's performance being gathered from a range of people who work with him or her?&#10;A) Performance appraisal&#10;B) Three hundred and sixty degree feedback&#10;C) Competency-based performance management&#10;D) Qualitative performance review

Accepted Answer

Three hundred and sixty degree feedback, also known as multi-rater feedback, is a performance management activity that involves gathering feedback on an individual's performance from a range of people who work with him or her, including managers, colleagues, direct reports, and customers. This type of feedback provides a more comprehensive and rounded view of an individual's performance, as it takes into account different perspectives and allows for a more holistic understanding of strengths and areas for improvement.

Question 4

What is being described here? A formal process in which line managers review individual employee performance each year and record the results.&#10;A) Performance management&#10;B) Performance appraisal&#10;C) Three hundred and sixty degree feedback&#10;D) SMART

Accepted Answer

The description given matches with the process of performance appraisal, where line managers assess and record individual employee performance on an annual basis. Choice A refers to the broader process of managing employee performance, which includes setting goals, providing feedback, coaching, etc. Choice C refers to a feedback mechanism where employees receive performance feedback from multiple sources such as peers, subordinates, supervisors, etc. Choice D refers to a framework for setting and achieving goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

Question 5

Which of the following statements most accurately reflects the conclusions of academic studies looking at links between performance management and improved performance?&#10;A) No evidence of any link&#10;B) Limited evidence of any link&#10;C) Fairly strong evidence of a link&#10;D) Very strong evidence of a link

Accepted Answer

Several academic studies have shown a fairly strong link between performance management and improved performance, particularly when it is implemented effectively and aligned with organizational goals. However, the evidence is not always consistent and there may be other factors at play.

Question 6

Which of the following aspects of western-style performance management can be problematic and inappropriate in some Asian cultures?&#10;A) A flexible approach to objective setting&#10;B) Linking pay to performance&#10;C) Setting objectives which are derived from organisational objectives&#10;D) Giving employees negative feedback

Accepted Answer

Giving employees negative feedback can be problematic and inappropriate in some Asian cultures because it can be seen as a loss of face and can damage relationships.

Deck 9: Employee Performance Management