Question 1

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .
A)achievement of objectives
B)performance of actual duties
C)generic dimensions of performance
D)employee competency
E)all of the above

Accepted Answer

Generic dimensions of performance are broad, general characteristics that are relevant to a wide range of jobs. They are often used to assess employees' potential for success in a variety of roles.

Question 2

When designing an actual appraisal method, the two basic considerations are .
A)when to measure and how to measure
B)when to measure and what to measure
C)who should measure and when to measure
D)what to measure and how to measure
E)what to measure and who should measure

Accepted Answer

The two basic considerations in designing an appraisal method are determining what to measure (the criteria or performance aspects) and how to measure (the method or process used for evaluation).

Question 3

Who is the primary person responsible for doing the actual appraising of an employee's performance?
A)the EEO contact person
B)the human resource manager
C)the employee's direct supervisor
D)the company appraiser
E)none of the above

Accepted Answer

The employee's direct supervisor is typically responsible for appraising an employee's performance as they work closely with the employee and are familiar with their work and contributions.

Question 4

When using goal setting in performance management, the goals should be .
A)specific
B)challenging
C)doable
D)difficult
E)all of the above

Accepted Answer

Goals should be specific, challenging, doable, and difficult in order to be effective in performance management.

Question 5

The most popular technique for appraising performance is the method.
A)constant sum rating scale
B)graphic rating scale
C)MBO
D)Likert
E)alternation ranking

Accepted Answer

The graphic rating scale is the most popular technique for appraising performance. It is a simple and straightforward method that can be used to evaluate employees on a variety of factors.

Question 6

Which of the following is not one of the guidelines for effective goal setting?
A)assign challenging but doable goals
B)assign specific goals
C)assign measurable goals
D)assign consequences for performance
E)encourage participation

Accepted Answer

Assigning consequences for performance is not a guideline for effective goal setting; effective goal setting focuses on clarity, achievability, and engagement rather than punitive measures.

Question 7

The component of an effective performance management process that explains each employee's role in terms of his or her day-to-day work is called .
A)role clarification
B)goal alignment
C)direction sharing
D)developmental goal setting
E)coaching and support

Accepted Answer

Role clarification is the component that explains each employee's role in terms of their day-to-day work, ensuring they understand their responsibilities and expectations.

Question 8

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.
A)incentive systems
B)goal setting
C)training
D)all of the above
E)none of the above

Accepted Answer

Performance management integrates performance appraisal with incentive systems, goal setting, and training to align employee performance with corporate goals.

Question 9

What do performance appraisals measure?
A)employee competency
B)achievement of objectives
C)generic dimensions of performance
D)performance of actual duties
E)all of the above

Accepted Answer

Performance appraisals measure various aspects including employee competency, achievement of objectives, generic dimensions of performance, and performance of actual duties.

Question 10

Managers following a performance management approach to appraisals will usually meet with employees on a basis.
A)bi-monthly
B)monthly
C)yearly
D)bi-annual
E)weekly

Accepted Answer

The answer of Managers following a performance management approach to...

Question 11

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called .
A)strategic organizational development
B)human resource management
C)strategic management
D)performance appraisal
E)performance management

Accepted Answer

Performance management is a comprehensive system that integrates goal setting, performance appraisal, and development to align employee performance with the company's strategic objectives.

Question 12

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .
A)recruitment
B)employee selection
C)organizational development
D)training
E)performance appraisal

Accepted Answer

Performance appraisal is the process of assessing an employee's job performance against established standards.

Question 13

Which performance appraisal technique lists traits and a range of performance?
A)constant sum rating scale
B)Likert
C)MBO
D)alternation ranking
E)graphic rating scale

Accepted Answer

The graphic rating scale lists traits and provides a range of performance levels for each trait, allowing evaluators to rate employees accordingly.

Question 14

Participatively set goals result in higher performance than assigned goals when .
A)participatively set goals are used consistently
B)assigned goals are more difficult
C)the goals are doable
D)the rewards are also higher
E)participatively set goals are more difficult

Accepted Answer

Participatively set goals result in higher performance than assigned goals when the participatively set goals are more challenging, as they tend to increase motivation and commitment.

Question 15

Managers following a traditional performance appraisal system will typically meet with employees on a basis.
A)daily
B)weekly
C)yearly
D)bi-monthly
E)monthly

Accepted Answer

Traditional performance appraisals are typically conducted on a yearly basis, where managers review and evaluate an employee's performance over the past year.

Question 16

Which of the following is not a role played by the HR department regarding performance appraisals?
A)ensuring compliance with EEO laws
B)advising regarding appraisal tools and procedures
C)monitoring the appraisal system
D)appraising of employees
E)training of supervisors

Accepted Answer

The HR department typically does not directly appraise employees; this is usually the responsibility of the employees' direct supervisors or managers.

Question 17

The M in the acronym for SMART goals stands for .
A)merit
B)moderate
C)measurable
D)meaningful
E)mid-range

Accepted Answer

The "M" in SMART goals stands for "Measurable," which means that the goal should have criteria for measuring progress and success.

Question 18

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .
A)coaching and support
B)developmental goal setting
C)direction sharing
D)role clarification
E)goal alignment

Accepted Answer

Direction sharing involves communicating the organization's higher-level goals throughout the organization and translating these goals into departmental goals.

Question 19

The A in the acronym for SMART goals stands for .
A)attitude
B)appropriate
C)attainable
D)actionable
E)asset

Accepted Answer

The "A" in SMART goals stands for "Attainable," which means the goal should be realistic and achievable.

Question 20

The S in the acronym for SMART goals stands for .
A)source
B)support
C)strategic
D)specific
E)straightforward

Accepted Answer

The "S" in SMART goals stands for "Specific," which means the goal should be clear and well-defined.

Quiz 9: Performance Management and Appraisal

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .

When designing an actual appraisal method, the two basic considerations are .

Who is the primary person responsible for doing the actual appraising of an employee's performance?

When using goal setting in performance management, the goals should be .

The most popular technique for appraising performance is the method.

Which of the following is not one of the guidelines for effective goal setting?

The component of an effective performance management process that explains each employee's role in terms of his or her day-to-day work is called .

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.

What do performance appraisals measure?

Managers following a performance management approach to appraisals will usually meet with employees on a basis.

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called .

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

Which performance appraisal technique lists traits and a range of performance?

Participatively set goals result in higher performance than assigned goals when .

Managers following a traditional performance appraisal system will typically meet with employees on a basis.

Which of the following is not a role played by the HR department regarding performance appraisals?

The M in the acronym for SMART goals stands for .

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .

The A in the acronym for SMART goals stands for .

The S in the acronym for SMART goals stands for .