Question 1

Performance appraisals are used for compensation adjustments,training needs,and placement decisions.

Accepted Answer

Performance appraisals can provide valuable information for determining compensation adjustments, identifying training needs and determining appropriate placement for employees within the organization.

Question 2

Key elements of a performance appraisal system include BOTH performance measures and performance-related criteria.

Accepted Answer

Both performance measures (such as productivity, quality of work, etc.) and performance-related criteria (such as attendance, teamwork, etc.) are important components of a comprehensive performance appraisal system. They provide a holistic view of an employee's performance and help identify areas for improvement and development.

Question 3

The major problem with employee appraisals for human resource departments is that they tend to make compensation decisions and employee career planning more difficult and less efficient.

Accepted Answer

Employee appraisals are generally intended to provide structured feedback, which can aid in making informed compensation decisions and career planning, rather than complicating them.

Question 4

One dimension of performance measures is whether they are objective or subjective.

Accepted Answer

Objective performance measures rely on quantifiable and observable data, while subjective performance measures are based on opinions, judgments, or perceptions.

Question 5

Performance objectives transform organizational objectives into measurable outcomes to be used for internal management purposes.

Accepted Answer

The answer of Performance objectives transform organizational objectives into measurable...

Question 6

One of the objectives of a performance management system is to include measures of employee satisfaction,motivation,and customer service.

Accepted Answer

Performance management systems aim to measure not only the achievement of organizational goals but also factors that contribute to employee satisfaction, motivation, and customer service. Therefore, including measures of these aspects is a common objective of performance management systems.

Question 7

Most human resource departments dislike employee appraisals because while they create work,they offer little if any specific information of use to the department itself.

Accepted Answer

While some human resource departments may dislike employee appraisals, they are still considered a valuable tool for assessing employee performance and providing feedback for improvement. Additionally, they can provide important information for succession planning, training and development, and identifying high potential employees.

Question 8

Indirect subjective performance measures are usually the most effective as they tend to minimize the personal biases of the evaluator.

Accepted Answer

Indirect subjective performance measures can be influenced by personal biases, as they rely on the evaluator's judgment and interpretation rather than objective data.

Question 9

Performance standards are the benchmarks against which performance is measured.

Accepted Answer

This is correct, performance standards are the criteria or targets used to assess how well an individual or organization is performing in a given area.

Question 10

The ideal performance management system provides incentives for employees to concentrate on improving things that contribute the most to value creation.

Accepted Answer

The ideal performance management system should align employees' goals with those of the organization and incentivize them to focus on activities that contribute to value creation.

Question 11

Objective performance measures are usually less reliable than subjective ones because of the risk of rater biases.

Accepted Answer

Objective performance measures are based on quantifiable data and are typically not subject to rater biases. Subjective performance measures, on the other hand, rely on ratings or evaluations by managers or supervisors and are more likely to be influenced by rater biases such as personal preferences, stereotypes, or halo effects.

Question 12

In performance appraisal systems,it is important for human resource managers to know that while valid criteria tend to be reliable,reliable criteria are not necessarily valid.

Accepted Answer

Validity refers to whether the criteria being used actually measure what they are intended to measure, while reliability refers to the consistency of the results obtained from using those criteria. Reliable criteria may consistently produce the same results, but if they do not accurately measure the desired attribute, they are not valid. Therefore, it is possible to have reliable but invalid criteria in performance appraisal systems.

Question 13

Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Accepted Answer

Performance standards are typically set based on job requirements and organizational goals, not arbitrarily, to ensure fairness and consistency in evaluations.

Question 14

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

Accepted Answer

Performance appraisals provide valuable feedback on employee performance and can uncover issues in the staffing process such as inadequate training, poor job design, or improper hiring practices. This information is helpful to the human resource department in identifying areas that need improvement and making necessary changes to ensure a more effective and efficient workforce.

Question 15

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

Accepted Answer

Business strategy sets the direction for the organization, performance management helps align individual and team goals with that strategy, and compensation systems can reinforce the desired behaviors and outcomes. Therefore, all three should be linked and work together to drive success.

Question 16

Accurate performance appraisals can indicate to employees where they are deficient in their work.

Accepted Answer

Accurate performance appraisals can identify areas where employees need improvement or where they excel, allowing them to focus on developing their skills and improving their performance in the workplace.

Question 17

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

Accepted Answer

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

Question 18

Performance appraisals include several variables including corporate culture,organizational benchmarks,and performance management.

Accepted Answer

The answer of Performance appraisals include several variables including corporate...

Question 19

An organization cannot set performance standards if it has not first set performance measures.

Accepted Answer

Performance standards can be established independently as they define the expected level of performance, while performance measures are tools to assess whether those standards are met.

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