hrm by dessler

Topics: Management, Performance appraisal, Critical thinking Pages: 42 (10831 words) Published: August 23, 2014
Human Resource Management, 12e (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) recruitment
B) employee selection
C) performance appraisal
D) employee orientation
E) organizational development
Answer: C
Explanation: 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. Diff: 1Page Ref: 306

Chapter: 9
Objective: 1
Skill: Concept
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
E) change their peer evaluation procedures
Answer: B
Explanation: 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. Diff: 2Page Ref: 306
Chapter: 9
Objective: 1
Skill: Concept
3) 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
E) encouraging employees to participate in setting goals
Answer: D
Explanation: 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. Diff: 2Page Ref: 307

Chapter: 9
Objective: 2
Skill: Concept
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) specific, measurable, achievable, relevant, and tested
E) supportive, meaningful, attainable, real, and timely
Answer: A
Explanation: The acronym SMART stands for specific, measurable, attainable, relevant, and timely. Diff: 1Page Ref: 307
Chapter: 9
Objective: 2
Skill: Concept
5) 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
E) making decisions about promotions
Answer: C
Explanation: Most employers still base pay and promotional decisions on the employee's appraisal. Appraisals also lets the boss and subordinate develop a plan for correcting any deficiencies, and serve a useful career planning purpose. Creating a strategy map is not a likely purpose for conducting a performance appraisal. Diff: 3Page Ref: 308

Chapter: 9
Objective: 2
Skill: Concept
6) 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
E) employee's subordinates
Answer: A
Explanation: The supervisor—not HR—usually does the actual appraising, and a supervisor who rates his or her employees too high or too low (or all average) is doing a disservice to them and to the company. Subordinates rate supervisors in some organizations, but the upward feedback is not the primary appraisal of the supervisor. Diff: 2Page Ref: 308

Chapter: 9
Objective: 2
Skill: Concept
7) Which of the following is most likely NOT a role played by the...
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