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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 Question: Which of the following is NOT one of the recommended guidelines for setting effective employee goals? Answer D. administering consequences for failure to meet goals Yes! You can also try Performance Management FREE MCQ Quiz and improve your speed and knowledge About Us McqMate.com is an educational platform, Which is developed BY STUDENTS, FOR STUDENTS, The only objective of our platform is to assist fellow students in preparing for exams and in their Studies throughout their Academic career. what we offer ?» We provide you study material i.e. PDF's for offline use.
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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 Q.2. The primary purpose of providing employees with feedback during a performance appraisal is to Q.3. In most organizations, which of the following is primarily responsible for appraising an Q.4. Supervisors should provide employees with feedback, development, and incentives Q.5. Which of the following is NOT one of the recommended guidelines for setting effective Q.6. SMART goals are best described as _ Q.7. All of the following are reasons for appraising an employee’s performance
EXCEPT _ Q.8. Which of the following is most likely NOT a role played by the HR department in the Q.9. What is the first step in the appraisal process? Q.10. All of the following are usually measured by a graphic rating scale EXCEPT_, 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.. Which of the following is not one of the recommended guidelines for setting effective goals employee?Answer:C) administering consequences for failure to meet goals. What are the 4 guidelines for setting goals?There are many variations of what SMART stands for, but the essence is this – goals should be:. Specific.. Measurable.. Attainable.. Relevant.. Time Bound.. What are the guidelines for effective goal setting?The 5 Golden Rules of Goal-Setting. Related: When SMART Goals Don't Work, Here's What to Do Instead.. Related: Why SMART Goals Suck.. Specific. ... . Measurable. ... . Attainable. ... . Relevant. ... . Time-bound. ... . Write down your goals.. What are the 5 components of goal setting?The SMART in SMART goals stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. Which of the following is not a recommended guideline for setting effective employee goals?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.. Which of the following is most likely not a role played by the HR department in the performance appraisal process?
Which one of the following is considered to be the least effective form of performance appraisals?Answer and Explanation: The correct answer is b. job preview.
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Which of the following is NOT one of the recommended guidelines for setting effective employee goals
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