This Is the Answer to Hr Questions

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Chapter 9: Performance Management and Appraisal

Multiple Choice

1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____. a. recruitment
b. employee selection
c. performance appraisal
d. organizational development
e. training

2. When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called _____. a. strategic organizational development

b. performance management
c. performance appraisal
d. human resource management
e. strategic management

3. Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals. a. goal setting
b. training
c. incentive systems
d. all of the above
e. none of the above

4. Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis. a. weekly
b. monthly
c. bi-annual
d. yearly
e. bi-monthly

5. Managers following a traditional performance appraisal system will typically meet with employees on a _____ basis. a. daily
b. weekly
c. monthly
d. bi-monthly
e. yearly

6. The component of an effective performance management process that communicates the organization’s higher level goals throughout the organization and then translates these goals into departmental goals is called _____. a. role clarification

b. goal alignment
c. developmental goal setting
d. direction sharing
e. coaching and support

7. The component of an effective performance management process that explains each employee’s role in terms of his or her day-to-day work is called _____. a. role clarification
b. goal alignment
c. developmental goal setting
d. direction sharing
e. coaching and support

8. Which of the following is not one of the guidelines for effective goal setting? a. assign specific goals
b. assign measurable goals
c. assign challenging but doable goals
d. assign consequences for performance
e. encourage participation

9. The S in the acronym for SMART goals stands for _____. a. specific
b. straightforward
c. strategic
d. source
e. support

10. The M in the acronym for SMART goals stands for _____. a. moderate
b. measurable
c. meaningful
d. mid-range
e. merit

11. The A in the acronym for SMART goals stands for _____. a. actionable
b. appropriate
c. attainable
d. attitude
e. asset

12. Participatively set goals result in higher performance than assigned goals when _____. a. participatively set goals are more difficult
b. assigned goals are more difficult
c. the rewards are also higher
d. participatively set goals are used consistently
e. the goals are doable

13. When using goal setting in performance management, the goals should be _____. a. difficult
b. challenging
c. doable
d. specific
e. all of the above

14. Who is the primary person responsible for doing the actual appraising of an employee’s performance? a. the employee’s direct supervisor
b. the company appraiser
c. the human resource manager
d. the EEO contact person
e. none of the above
15. Which of the following is not a role played by the HR department regarding performance appraisals? a. Training of supervisors
b....
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