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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 Which performance appraisal tool requires supervisors to maintain a log of positive and negative examples of subordinates workA) alternation ranking B) paired comparison C) critical incident D) graphic rating Answer: C Explanation: C) With the critical incident method, the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinate's work-related behavior.
Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits *?Under alternation ranking, employees are ranked from best to worst on a trait or traits.
What types of tools will supervisors use to keep track of performance?5 Performance Management Tools for Organization Growth. Performance Appraisals.. 360-Degree Feedback.. Key Performance Indicators (KPIs). Personal Development Plans (PDP). Reward and Recognition Programs.. Which performance appraisal tool is being used when a supervisor places predetermined?The correct option is D) forced distribution. Forced distribution is one of the appraisal tools used by the management to appraise employees. Under this method, a supervisor places predetermined percentages of appraises into various performance categories and then rates them based on their prior performance.
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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work related behavior?
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