Q.1. Which of the following terms refers to the process of evaluating an employee’s current Show 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 most likely not a role played by the HR department in the?The correct option is: A) conducting appraisals of employees
Explanation: The role of HR departments in the performance appraisal process are as follows: Confirming the appraisal system is adhering to the rule with EEO laws. Monitoring the appraisal system's effectiveness.
What are the role played by the HR department in the performance appraisal process?Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team's responsibility to ensure a smooth implementation of the appraisal process.
Which one of the following is not the method of appraisal?Self-appraisal, rating scale, group appraisal and 360 degree- these are not a method of Performance Appraisal.
What is the first step of any performance appraisal?The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees.
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