 Show Human Resource Management, 15e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) employee selection B) performance appraisal C) employee orientation D) organizational development Answer: B Explanation: B) Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs Answer: B Explanation: B) The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) creating specific goals B) assigning measurable goals C) administering consequences for failure to meet goals D) encouraging employees to participate in setting goals Answer: C Explanation: C) Effective goals should be specific, measurable, attainable, relevant, and timely. Goals should be challenging but doable, and employee participation should be encouraged. Giving consequences for failing to meet goals is not recommended and unlikely to motivate employees. 4) SMART goals are best described as ________. A) specific, measurable, attainable, relevant, and timely B) straightforward, meaningful, accessible, real, and tested C) strategic, moderate, achievable, relevant, and timely D) supportive, meaningful, attainable, real, and timely Answer: A Explanation: A) The acronym SMART stands for specific, measurable, attainable, relevant, and timely. 5) All of the following are reasons for appraising an employee's performance EXCEPT________. A) correcting any work-related deficiencies B) creating an organizational strategy map C) determining appropriate salary and bonuses D) making decisions about promotions Answer: B MCQ’s – 306HR - PERFORMANCE MANAGEMENT DIMR - PUNE MCQs – 306HR – PERFORMANCE MANAGEMENT Q.1. Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? a) Recruitment b) Employee selection c) Performance appraisal d) Employee orientation Ans: c 0.2. The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to _ a) apply for managerial positions b) remove any performance deficiencies c) revise their performance standards d) enroll in work-related training programs Ans: b Q.3. In most organizations, which of the following is primarily responsible for appraising an employee's performance? a) employee's direct supervisor b) company appraiser c) human resources manager d) EEO representative Ans: a 0.4. Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well. a) True b) False Ans: a Q.S. Which of the following is NOT one of the recommended guidelines for setting effective employee goals? a) assigning specific goals b) assigning measurable goals c) assigning challenging but doable goals d) administering consequences for failure to meet goals Ans: d 0.6. SMART goals are best described as _ a) specific, measurable, attainable, relevant, and timely b) straight forward, meaningful, accessible, real, and tested c) strategic, moderate, achievable, relevant, and timely d) specific, measurable, achievable, relevant, and tested Ans: a Q.7. All of the following are reasons for appraising an employee's performance EXCEPT _ a) assisting with career planning b) correcting any work-related deficiencies c) creating an organizational strategy map d) determining appropriate salary and bonuses Ans: c Q.8. Which of the following is most likely NOT a role played by the HR department in the performance appraisal process? a) conducting appraisals of employees b) monitoring the effectiveness of the appraisal system Which term refers to setting specific measurable goals with each employee and then periodically review the progress made?The correct option is: B) management by objectives
The Management by objectives (MBO) is depicted as a mechanism that includes setting explicit objectives for every employee and assessing the progress periodically.
What are measurable goals for work?Measurable goals are quantifiable and can be tracked to monitor progress or success. Attainable goals are realistic and require employees to have the tools or resources to achieve them. Relevant goals align with your company mission and will push a business forward.
What are your measurable goals?Measurable: With specific criteria that measure your progress toward the accomplishment of the goal. Achievable: Attainable and not impossible to achieve. Realistic: Within reach, realistic, and relevant to your life purpose. Timely: With a clearly defined timeline, including a starting date and a target date.
What is an example of a measurable performance goal?Goals should be measurable, making it easy to track their achievement. For example, “reduce process time by 10%.” In addition to a numeric quantity, you can also measure goals through a change in behavior, quality, cycle or processing time and efficiency.
How do you set a measurable performance goal?6 ways to establish employee performance goals. Set goals with your employees — not for them. ... . Define areas of responsibility. ... . Decide what you need to measure. ... . Set realistic goals. ... . Provide ongoing expectations and feedback. ... . Understand their why.. |
Which of the following terms refers to setting specific measurable goals with each employee?
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