Question 1

A valid performance appraisal evaluates behaviours that are critical to job success.

Accepted Answer

A valid performance appraisal should assess an employee's behaviours and actions that contribute to job success, rather than personal traits or characteristics. It should focus on measurable criteria related to job responsibilities and performance standards.

Question 2

One of the objectives of a performance management system is to include measures of employee satisfaction.

Accepted Answer

Including measures of employee satisfaction in the performance management system can provide valuable insights into employee motivation, engagement, and retention. It can help identify areas where the organization needs to improve its management practices, employee development programs, and work environment to enhance employee satisfaction and overall performance.

Question 3

The major problem with peer appraisals is the concern that peers have about potential retribution if their responses are identified.

Accepted Answer

False

Question 4

Human resource specialists should arbitrary set performance standards.

Accepted Answer

Human resource specialists should not arbitrarily set performance standards. Performance standards should be based on job requirements and a clear understanding of company goals and expectations. They should be objective and measurable, and should be communicated to employees in a clear and consistent manner. Arbitrary standards can lead to unfairness and confusion, and can ultimately hurt employee morale and productivity.

Question 5

Sound performance management programs make a clear connection between employee goals and incentives.

Accepted Answer

The answer of Sound performance management programs make a clear...

Question 6

Indirect subjective performance measures tend to minimize the personal biases of the evaluator.

Accepted Answer

Indirect subjective performance measures, such as rankings or comparisons, can still be influenced by personal biases of the evaluator. Direct measures, such as observing and tracking actual performance, are less influenced by personal biases.

Question 7

Business strategy, performance management, and compensation systems should be carefully linked.

Accepted Answer

Business strategy, performance management, and compensation systems should be aligned to ensure that employees are motivated to perform in a way that supports the organization's strategic objectives. Performance management helps to identify and measure individual and team progress towards these objectives, and compensation systems should incentivize and reward employees who contribute to the achievement of these goals. Therefore, all three systems should be carefully linked to create a cohesive and effective approach to managing and driving business performance.

Question 8

Performance appraisals can indicate to employees where they are not meeting acceptable performance standards.

Accepted Answer

Performance appraisals are meant to provide feedback on an employee's strengths and areas for improvement. By highlighting where an employee may not be meeting expectations, they can work to improve their performance in those areas.

Question 9

Human resource specialists prefer direct subjective measures of performance.

Accepted Answer

Human resource specialists prefer objective measures of performance, such as sales or production numbers, rather than relying solely on subjective evaluations. However, they may also use subjective evaluations, such as supervisor ratings or coworker feedback, as part of a comprehensive performance management system.

Question 10

Performance appraisals can alert the human resource department to problems in staffing procedures.

Accepted Answer

Performance appraisals can identify any weaknesses or gaps in the staffing process, such as hiring the wrong type of candidate or providing inadequate training and development opportunities. This information can help improve the organization's overall staffing procedures.

Question 11

Objective performance measures are usually less accurate than subjective measures.

Accepted Answer

Objective measures are typically quantitative and objective, such as the number of sales made or the amount of time it takes to complete a task. These measures are generally more accurate than subjective measures, which rely on opinions or perceptions, such as an employee's self-assessment of their performance. Therefore, objective measures are usually more accurate than subjective measures.

Question 12

Whether performance measures are objective or subjective is key to determining whether they will be useful.

Accepted Answer

The Objectivity of performance measures is crucial in determining its usefulness. Objective measures provide quantifiable evidence, while subjective measures can be open to interpretation and bias. Therefore, it is crucial to ensure the objectivity of performance measures.

Question 13

Performance management systems aim to transform organizational objectives into measurable outcomes.

Accepted Answer

Performance management systems typically involve setting objectives and goals for employees that align with the organization's overall goals and strategy. These objectives are then measured and tracked to evaluate individual performance and whether the organization is making progress toward its goals.

Question 14

Performance appraisals can be used for making decisions about compensation.

Accepted Answer

Performance appraisals are often used as a basis for determining compensation decisions such as raises, bonuses, and promotions. The appraisal may serve as evidence of an employee's contributions and value to the organization, which can influence their compensation package.

Question 15

The HR department usually develops performance appraisals for employees in all departments to ensure uniformity.

Accepted Answer

The HR department often develops performance appraisals to ensure consistency across departments and to avoid biases or inconsistencies that may arise if each department created its own appraisal system.

Question 16

Performance standards are the benchmarks against which performance is measured.

Accepted Answer

Performance standards are the criteria or goals established to evaluate or measure the level of performance achieved.

Question 17

The performance appraisal process and identifying valid performance measurements are the two elements that make up performance management systems.

Accepted Answer

Performance management systems encompass more than just the performance appraisal process and identifying valid performance measurements; they also include setting performance expectations, providing ongoing feedback and coaching, and developing employee skills and capabilities.

Question 18

An effective performance management system requires the involvement of industry experts to determine the indicators of performance.

Accepted Answer

Industry experts have knowledge and expertise in identifying the relevant indicators of performance for a specific industry. This input is crucial for the development of an effective performance management system.

Question 19

Most human resource departments dislike using self-appraisals because they offer little job-related feedback.

Accepted Answer

Self-appraisals offer valuable insight into an employee's perspective on their own performance and can be a useful tool for setting goals and addressing areas of improvement. However, they should not be the sole method of performance evaluation, as they may lack objective job-related feedback.

Question 20

Performance measures are the benchmarks against which performance is measured.

Accepted Answer

The answer of Performance measures are the benchmarks against which...

Quiz 8: Performance Management