Question 1

In order to be effective,performance standards must always be designed so as to be
A)in accordance with each employee's specific abilities rather than to desired results of the job
B)equally balanced between an employee's performance abilities and the organization's desired results
C)concerned with the desired results wanted on each job,but with employee abilities considered
D)concerned with what is required of each job without individual employee abilities considered
E)so challenging as to be impossible to completely achieve successfully

Accepted Answer

D

Question 2

Indirect observation of performance usually evaluates substitutes for actual performance;these substitutes are called
A)subjective measurements
B)constructs
C)reduced reliability testing
D)substitution structures (substructs)
E)direct measurement

Accepted Answer

Constructs are substitutes for actual performance that are used in indirect observation of performance.

Question 3

Performance management (performance appraisal)serves a number of uses including all of the following except
A)compensation adjustments
B)career development
C)performance level
D)training programs
E)judging the competition

Accepted Answer

Performance management serves a variety of purposes such as compensation adjustments, career development, determining performance levels, and identifying training needs. However, it is not typically used for judging the competition.

Question 4

In performance management,quantitative and qualitative assessments are referred to as
A)performance objectives
B)performance goals
C)performance measurement
D)output measures
E)outcome measures

Accepted Answer

The answer of In performance management,quantitative and qualitative assessments are...

Question 5

Performance appraisal is the process by which organizations
A)select the best applicants to hire
B)review applications for employment
C)evaluate employee job performance
D)determine individual health and safety benefits
E)attempt to decertify unions

Accepted Answer

Performance appraisal is the process of evaluating an employee's job performance and providing feedback to the employee about their performance. It is used to identify an employee's strengths and weaknesses, establish goals and objectives, and provide guidance and developmental opportunities. It is not related to hiring, reviewing job applications, determining health and safety benefits, or attempting to decertify unions.

Question 6

The best way to describe an effective performance appraisal system is that it is a __________ process.
A)promotion
B)participatory
C)quality control check
D)disciplinary
E)management

Accepted Answer

The answer of The best way to describe an effective...

Question 7

It is generally agreed that normally the best way to evaluate employee performance is to use
A)the immediate supervisor
B)a specialist from the human resource department
C)an outside HR evaluation professional
D)a supervisor from another (but similar)department
E)a group consisting of various management personnel

Accepted Answer

Using the immediate supervisor as an evaluator is the most common and effective method as they are the ones who work closely with the employee and have the most knowledge about their job responsibilities and performance. They can provide specific feedback, set goals and expectations, and work with the employee to develop an improvement plan.

Question 8

Performance appraisals can be applied to a variety of employee decision making situations including all the following except
A)performance improvement
B)employee career development plans
C)job re-design
D)training needs
E)employee recruiting

Accepted Answer

Performance appraisals are used to evaluate an employee's job performance, identify areas for improvement, and set goals for the future. It is not typically used for employee recruitment, which involves selecting new employees for a job.

Question 9

In performance management,a critical aspect of a company's strategy,which if not met would result in lower customer satisfaction and undesirable organizational consequences is referred to as
A)performance objectives
B)performance goals
C)performance measurement
D)output measures
E)outcome measures

Accepted Answer

Performance objectives are critical to a company's strategy because they define what the company wants to achieve. If these objectives are not met, it can lead to lower customer satisfaction and undesirable organizational consequences.

Question 10

A performance management system attempts to achieve the following objectives:
A)have a strategic partnership between customers and employees
B)transform organizational objectives into measurable success outcomes
C)provide measuring instruments that are general in nature to measure the success of a manager
D)communicate and share results with internal stakeholders only
E)make a connection between employee objectives and their career goals

Accepted Answer

The answer of A performance management system attempts to achieve...

Question 11

Performance measures are
A)the benchmarks against which performance is measured
B)the ratings used to evaluate performance
C)the standards against which an organization compares itself to the competition
D)dependent to a great degree upon each individual employee
E)the same as performance standards

Accepted Answer

The answer of Performance measures are
A)the benchmarks against which performance...

Question 12

Performance management systems should be
A)simple and practical
B)complex and practical
C)proactive and complex
D)simple and proactive
E)complicated and valued

Accepted Answer

Performance management systems should be simple and practical in order to be easily understood and applied by employees and managers. Overly complex systems can be overwhelming and difficult to use, leading to frustration and ultimately defeating the purpose of the system. Proactive elements can be built into a simple and practical system, such as ongoing feedback and coaching. A complicated and valued system may be seen as valuable, but if it is too complicated it will likely not be effective in improving performance.

Question 13

Performance appraisals can be used for all the following except
A)adjusting compensation packages
B)assisting with placement decisions
C)making the selection interview process more specific
D)highlighting job analysis errors
E)indicating deficiencies in staffing procedures

Accepted Answer

Performance appraisals are designed to evaluate an employee's performance in their current role. While they can inform compensation decisions, placement decisions, and staffing procedures, they are not typically used to make the selection interview process more specific. Instead, other tools like pre-employment assessments or interviews may be used for this purpose. Highlighting job analysis errors is also not a primary purpose of performance appraisals, although they can be used to identify areas where job descriptions or duties may need to be revised.

Question 14

In performance management,measuring the process of achieving present goals is referred to as
A)performance objectives
B)performance goals
C)performance measurement
D)output measures
E)outcome measures

Accepted Answer

Performance measurement refers to the process of evaluating how well an organization or individual is meeting their goals and objectives. This can involve establishing metrics and tracking data to measure progress, and assessing whether targets are being met. Performance measurement is an important component of performance management, as it allows organizations to monitor their progress and make adjustments as needed to ensure that they are meeting their strategic objectives. Performance objectives and goals refer to the targets that an organization or individual is trying to achieve, while output and outcome measures are specific types of metrics that can be used to track progress towards these goals.

Question 15

In performance management,results of programs compared to preset targets are referred to as
A)performance objectives
B)performance goals
C)performance measurement
D)output measures
E)outcome measures

Accepted Answer

The results of programs compared to preset targets are known as outcome measures, as they determine the ultimate impact or results of the program. Performance objectives and goals refer to specific targets set for a program, while performance measurement and output measures refer to the process of measuring and evaluating program performance.

Question 16

The key elements in a performance appraisal system include all the following except
A)the appraisal interview
B)performance measures
C)performance-related criteria
D)feedback
E)job analysis

Accepted Answer

Job analysis is not a key element in a performance appraisal system, although it may be used to inform the development of performance measures and criteria. The key elements include the appraisal interview, performance measures, performance-related criteria, and feedback.

Question 17

In performance management,achievable and realistic targets to which outcomes can be compared are referred to as
A)performance objectives
B)performance goals
C)performance measurement
D)output measures
E)outcome measures

Accepted Answer

The answer of In performance management,achievable and realistic targets to...

Question 18

To be of value a performance appraisal system must be
A)done by appraisers from outside the organization
B)reasonably expensive
C)done by professionals rather than supervisors
D)accepted by employees
E)complex

Accepted Answer

The most important factor for a performance appraisal system to be of value is that it is accepted by employees. When employees feel that the appraisal system is fair and provides meaningful feedback, they are more likely to view it as a tool for development and improvement. While external appraisers and professional evaluators may be helpful, they are not necessary for a performance appraisal system to be effective. Expense and complexity are also not necessary for a valuable system.

Question 19

A good performance appraisal system can serve as a quality control check on
A)all employees except the one being appraised
B)the human resource department
C)supervisors and managers in general
D)the competition
E)product quality

Accepted Answer

The answer of A good performance appraisal system can serve...

Question 20

Performance management includes all of the following except:
A)data to effectively organize culture,systems,and processes
B)setting goals and allocating resources
C)affecting policies and programs
D)sharing results
E)driving corporate strategy

Accepted Answer

The answer of Performance management includes all of the following...

Quiz 8: Performance Management

In order to be effective,performance standards must always be designed so as to be

Indirect observation of performance usually evaluates substitutes for actual performance;these substitutes are called

Performance management (performance appraisal) serves a number of uses including all of the following except

In performance management,quantitative and qualitative assessments are referred to as

Performance appraisal is the process by which organizations

The best way to describe an effective performance appraisal system is that it is a __________ process.

It is generally agreed that normally the best way to evaluate employee performance is to use

Performance appraisals can be applied to a variety of employee decision making situations including all the following except

In performance management,a critical aspect of a company's strategy,which if not met would result in lower customer satisfaction and undesirable organizational consequences is referred to as

A performance management system attempts to achieve the following objectives:

Performance measures are

Performance management systems should be

Performance appraisals can be used for all the following except

In performance management,measuring the process of achieving present goals is referred to as

In performance management,results of programs compared to preset targets are referred to as

The key elements in a performance appraisal system include all the following except

In performance management,achievable and realistic targets to which outcomes can be compared are referred to as

To be of value a performance appraisal system must be

A good performance appraisal system can serve as a quality control check on

Performance management includes all of the following except: