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
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
Q.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
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
Q.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
Q.5. 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
Q.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
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
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
c] providing performance appraisal training to supervisors
d] ensuring the appraisal system’s compliance with EEO laws
Q.9. What is the first step in the appraisal process?
a] giving
feedback b] defining the job
c] administering the appraisal tool d] making plans to provide training
Q.10. All of the following are usually measured by a graphic rating scale EXCEPT_,
a] generic dimensions of performance b] performance of ‘actual duties
c] performance of co-workers d] achievement of Objectives
Ans: 1: c, 2: b, 3: a, 4: a, 5: d, 6: a, 7: c, 8: a, 9: b, 10: c
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
Which of the following is not one of the recommended guidelines for setting effective employee goals select one?
Answer:C] administering consequences for failure to meet goals.
What are the recommended guidelines for setting effective employee goals?
Here are some considerations for goal-setting in the workplace that can help make these potential benefits a reality..
Set goals that align with company objectives. ... .
Invite employees to identify job-specific goals. ... .
Set SMART goals. ... .
Emphasize attainable goals. ... .
Set consistent goals for employees with similar responsibilities..
What are the elements of goal setting?
Chapter 2..
Specific - What exactly do you want to accomplish?.
Measurable - Can you assess/measure your progress?.
Achievable - is your goal within your reach?.
Relevant - is it relevant toward your life's purpose?.
Timely - is there a deadline for completion?.
How do you set goals for employees examples?
Examples of performance goals for employees.
Specific: The employee needs to increase their sales calls..
Measurable: They need to increase those calls by 20 percent..
Achievable: The increase in call volume for the given time frame makes sense within the team's context and the employee's level of experience..