Question 1

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

Accepted Answer

Performance appraisal should point out an employee's specific needs for training and development.By identifying deficiencies that adversely affect performance,T&D programs can be developed that permit individuals to build on their strengths and minimize their deficiencies.An appraisal system does not guarantee properly trained and developed employees.However,determining T&D needs is more precise when appraisal data are available.Also,PA evaluation ratings may be helpful in predicting the performance of job applicants.For example,it may be determined that a firm's successful employees (identified through performance evaluations)exhibit certain behaviors when performing key tasks.These data may then provide benchmarks for evaluating applicant responses obtained through behavioral interviews.Finally,PA results provide a basis for rational decisions regarding pay adjustments.Most managers believe that you should reward outstanding job performance tangibly with pay increases.They believe that the behaviors you reward are the behaviors you get.Rewarding behaviors necessary for accomplishing organizational objectives is at the heart of a firm's strategic plan.To encourage good performance,a firm should design and implement a reliable performance appraisal system and then reward the most productive workers and teams accordingly.

Question 2

What is the final step in the appraisal process?
A) reviewing the appraisal with the employee
B) examining the work performance of the employee
C) appraising the work performance of the employee
D) communicating performance criteria to the employee

Accepted Answer

A)The starting point for the PA process is identifying specific performance goals.Then the manager communicates performance criteria to the employee before examining and appraising job performance.At the end of the appraisal period,the appraiser and the employee together review work performance and evaluate it against established performance standards.

Question 3

Which of the following is a problem associated with performance appraisals?
A) Technical skills are not sufficiently assessed.
B) Performance does not indicate training needs.
C) Line managers are unfamiliar with subordinates.
D) Past performance does not necessarily indicate future potential.

Accepted Answer

D)Although past behaviors may be a good predictor of future behaviors in some jobs,an employee's past performance may not accurately indicate future performance in other jobs.Most PAs stress technical skills and ignore other equally important skills.PAs are useful indicators of training needs.

Question 4

With performance management,the effort of every worker should be directed toward ________.
A) improving compensation awareness
B) analyzing corporate understanding
C) enhancing overall organizational fit
D) achieving strategic goals

Accepted Answer

D)Every person in the organization is a part of the PM system.Each part of the system,such as training,appraisal,and rewards,is integrated and linked for the purpose of continuous organizational effectiveness.With PM,the effort of each and every worker should be directed toward achieving strategic goals.

Question 5

What is the first step of the performance appraisal process?
A) establishing employee job expectations
B) identifying specific performance goals
C) conducting a thorough job analysis
D) evaluating work performance

Accepted Answer

B)The starting point for the PA process is identifying specific performance goals.An appraisal system probably cannot effectively serve every desired purpose,so management should select the specific goals it believes to be most important and realistically achievable.Later in the process an employee's performance is evaluated.

Question 6

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

Accepted Answer

The starting point for the PA process is identifying specific performance goals.An appraisal system probably cannot effectively serve every desired purpose,so management should select the specific goals it believes to be most important and realistically achievable.

Question 7

Performance appraisals are used for all of the following purposes EXCEPT ________.
A) identifying training needs
B) defending personnel decisions
C) implementing selection tests
D) providing employee feedback

Accepted Answer

C)Performance appraisals are used to provide feedback,encourage performance improvement,make valid decisions,justify terminations,identify training and development needs,and defend personnel decisions.PAs could be used to validate selection tests but not necessarily for implementing them.

Question 8

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

Accepted Answer

Performance appraisal is a formal system of review and evaluation of individual or team task performance.A critical point in the definition is the word formal,because in actuality,managers should be reviewing an individual's performance on a continuing basis.

Question 9

With performance management,a close relationship exists between performance and ________.
A) finances
B) competition
C) HR selection
D) incentive goals

Accepted Answer

D)PM includes incentive goals and the corresponding incentive values so that the relationship can be clearly understood and communicated.There is a close relationship between incentives and performance.

Question 10

Sam is employed as an account associate at a publishing firm.Which of the following would most likely help Sam with career planning and development?
A) applicant tracking systems
B) compensation programs
C) performance appraisals
D) work sample tests

Accepted Answer

C)Performance appraisal data is essential in assessing an employee's strengths and weaknesses and in determining the person's potential.Managers may use such information to counsel subordinates and assist them in developing and implementing their career plans.

Question 11

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

Accepted Answer

An appraisal system probably cannot effectively serve every desired purpose,so management should select the specific goals it believes to be most important and realistically achievable.For example,some firms may want to stress employee development,whereas other organizations may want to focus on pay adjustments.Many firms rely on PA results to help inform decisions to terminate employment,particularly after a regular pattern of inadequate job performance.In any case,PA serves a developmental purpose,evaluative purpose,or both.

Question 12

Performance appraisal may be the single largest contributor to organizational effectiveness.

Accepted Answer

PM may be the single largest contributor to organizational effectiveness in recent years.An effective PM system should be the responsibility of everyone in the organization starting with the CEO and moving throughout the entire organization because companies that disregard PM do not prosper.Performance appraisal is a formal system of review and evaluation of individual or team task performance.A critical point in the definition is the word formal because,in actuality,managers should be reviewing an individual's performance on a continuing basis.Performance appraisal is an important activity,but it is focused on specific employee performance events.Whereas performance appraisal occurs at a specific time,PM is a dynamic,continuous process.Every individual in the organization is a part of the PM system.Every component of the system is integrated to ensure continuous organizational effectiveness.With PM,every worker's efforts should focus on achieving strategic goals.

Question 13

Which term refers to a goal-oriented process directed toward ensuring that organizational processes are in place to maximize productivity of employees,teams,and the organization?
A) performance appraisal
B) strategic HR planning
C) performance management
D) development analysis

Accepted Answer

C)Performance management (PM)is a goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees,teams,and ultimately,the organization.It is a major player in accomplishing organizational strategy in that it involves measuring and improving the value of the workforce.

Question 14

A formal system of review and evaluation of an individual or team task performance is referred to as ________.
A) performance appraisal
B) strategic planning
C) performance management
D) succession planning

Accepted Answer

A)Performance appraisal (PA)is a formal system of review and evaluation of individual or team task performance.PA is especially critical to the success of performance management,which is a goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees,teams,and the organization.

Question 15

Performance management helps to achieve organizational strategy and requires improving the value of the workforce.

Accepted Answer

Performance management is a goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees,teams,and ultimately,the organization.It is a major player in accomplishing organizational strategy in that it involves measuring and improving the value of the workforce.

Question 16

What is the most common cause for the failure of performance appraisal systems?
A) unclear goals and expectations
B) irrelevant development plans
C) time consuming for managers
D) high implementation costs

Accepted Answer

A)The starting point for the PA process is identifying specific performance goals.An appraisal system probably cannot effectively serve every desired purpose,so management should select the specific goals it believes to be most important and realistically achievable.Too many PA systems fail because management expects too much from one method and does not determine specifically what it wants the system to accomplish.

Question 17

Performance appraisal is an ongoing process,while performance management occurs at a specific time.

Accepted Answer

Although every HR function contributes to performance management,training and performance appraisal play a more significant role.Whereas performance appraisal occurs at a specific time,performance management is a dynamic,ongoing,continuous process.

Question 18

HR managers use performance appraisal data for recruitment,selection,compensation,and training purposes.

Accepted Answer

PA data is potentially valuable for virtually every human resource functional area including recruitment,selection,compensation,and training.

Question 19

To which of the following HR practices is performance appraisal least related?
A) internal employee relations
B) training and development
C) compensation
D) recruitment

Accepted Answer

D)Performance appraisal is least relevant to recruitment because external job applicants have not performed work in the company.PA provides useful information for making decisions related to internal employee relations,training and development,and compensation.

Question 20

What is the difference between performance management and performance appraisal? What is the relationship between the performance management and performance appraisal?

Accepted Answer

The answer of What is the difference between performance management...

Quiz 7: Performance Management and Appraisal

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

What is the final step in the appraisal process?

Which of the following is a problem associated with performance appraisals?

With performance management,the effort of every worker should be directed toward ________.

What is the first step of the performance appraisal process?

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

Performance appraisals are used for all of the following purposes EXCEPT ________.

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

With performance management,a close relationship exists between performance and ________.

Sam is employed as an account associate at a publishing firm.Which of the following would most likely help Sam with career planning and development?

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

Performance appraisal may be the single largest contributor to organizational effectiveness.

Which term refers to a goal-oriented process directed toward ensuring that organizational processes are in place to maximize productivity of employees,teams,and the organization?

A formal system of review and evaluation of an individual or team task performance is referred to as ________.

Performance management helps to achieve organizational strategy and requires improving the value of the workforce.

What is the most common cause for the failure of performance appraisal systems?

Performance appraisal is an ongoing process,while performance management occurs at a specific time.

HR managers use performance appraisal data for recruitment,selection,compensation,and training purposes.

To which of the following HR practices is performance appraisal least related?

What is the difference between performance management and performance appraisal? What is the relationship between the performance management and performance appraisal?