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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 of the following is a performance appraisal problem that occurs when supervisor's rating of a subordinate on one trait biases the rating of the person on other traits?The halo effect refers to the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.
Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employee's workCritical Incident Method – A supervisor keeps a record of uncommonly good and/or undesirable examples of an employee's work-related behavior, and reviews the record with the employee at predetermined times.
Which method is best for performance appraisal?Here are the 10 Best Performance Appraisal Methods. Ranking Method. The ranking method is possibly one of the oldest employee performance appraisal methods. ... . Essay Appraisal. ... . Paired Comparison. ... . Checklist Method. ... . Critical Incidents Method. ... . Management by Objectives (MBO) ... . Behaviourally Anchored Rating Scales (BARS) ... . The OKR Method.. |
Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?
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