Deck 7: Performance Management and Appraisal

Question 1

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

Answer 1

Performance appraisal should point out an employee's specific needs for training and development.By identifying deficiencies that adversely affect performance,T&D programs can be developed that permit individuals to build on their strengths and minimize their deficiencies.An appraisal system does not guarantee properly trained and developed employees.However,determining T&D needs is more precise when appraisal data are available.Also,PA evaluation ratings may be helpful in predicting the performance of job applicants.For example,it may be determined that a firm's successful employees (identified through performance evaluations)exhibit certain behaviors when performing key tasks.These data may then provide benchmarks for evaluating applicant responses obtained through behavioral interviews.Finally,PA results provide a basis for rational decisions regarding pay adjustments.Most managers believe that you should reward outstanding job performance tangibly with pay increases.They believe that the behaviors you reward are the behaviors you get.Rewarding behaviors necessary for accomplishing organizational objectives is at the heart of a firm's strategic plan.To encourage good performance,a firm should design and implement a reliable performance appraisal system and then reward the most productive workers and teams accordingly.

Question 2

What is the final step in the appraisal process?

A) reviewing the appraisal with the employee
B) examining the work performance of the employee
C) appraising the work performance of the employee
D) communicating performance criteria to the employee

Answer 2

A
Explanation: A)The starting point for the PA process is identifying specific performance goals.Then the manager communicates performance criteria to the employee before examining and appraising job performance.At the end of the appraisal period,the appraiser and the employee together review work performance and evaluate it against established performance standards.

Question 3

Which of the following is a problem associated with performance appraisals?

A) Technical skills are not sufficiently assessed.
B) Performance does not indicate training needs.
C) Line managers are unfamiliar with subordinates.
D) Past performance does not necessarily indicate future potential.

Answer 3

D
Explanation: D)Although past behaviors may be a good predictor of future behaviors in some jobs,an employee's past performance may not accurately indicate future performance in other jobs.Most PAs stress technical skills and ignore other equally important skills.PAs are useful indicators of training needs.

Question 4

With performance management,the effort of every worker should be directed toward ________.

A) improving compensation awareness
B) analyzing corporate understanding
C) enhancing overall organizational fit
D) achieving strategic goals

Question 5

What is the first step of the performance appraisal process?

A) establishing employee job expectations
B) identifying specific performance goals
C) conducting a thorough job analysis
D) evaluating work performance

Question 6

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

Question 7

Performance appraisals are used for all of the following purposes EXCEPT ________.

A) identifying training needs
B) defending personnel decisions
C) implementing selection tests
D) providing employee feedback

Question 8

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

Question 9

With performance management,a close relationship exists between performance and ________.

A) finances
B) competition
C) HR selection
D) incentive goals

Question 10

Sam is employed as an account associate at a publishing firm.Which of the following would most likely help Sam with career planning and development?

A) applicant tracking systems
B) compensation programs
C) performance appraisals
D) work sample tests

Question 11

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

Question 12

Performance appraisal may be the single largest contributor to organizational effectiveness.

Question 13

Which term refers to a goal-oriented process directed toward ensuring that organizational processes are in place to maximize productivity of employees,teams,and the organization?

A) performance appraisal
B) strategic HR planning
C) performance management
D) development analysis

Question 14

A formal system of review and evaluation of an individual or team task performance is referred to as ________.

A) performance appraisal
B) strategic planning
C) performance management
D) succession planning

Question 15

Performance management helps to achieve organizational strategy and requires improving the value of the workforce.

Question 16

What is the most common cause for the failure of performance appraisal systems?

A) unclear goals and expectations
B) irrelevant development plans
C) time consuming for managers
D) high implementation costs

Question 17

Performance appraisal is an ongoing process,while performance management occurs at a specific time.

Question 18

HR managers use performance appraisal data for recruitment,selection,compensation,and training purposes.

Question 19

To which of the following HR practices is performance appraisal least related?

A) internal employee relations
B) training and development
C) compensation
D) recruitment

Question 20

What is the difference between performance management and performance appraisal? What is the relationship between the performance management and performance appraisal?

Question 21

If organizations consider ends more important than means,goal achievement should be a factor in performance appraisals.

Question 22

Appearance and cognitive aptitude are examples of which appraisal criteria?

A) goal achievement
B) competencies
C) behaviors
D) traits

Question 23

Behaviors include a broad range of knowledge,skills,and traits that may be technical in nature,relate to interpersonal skills,or be business oriented.

Question 24

If a firm wants to emphasize the future,including the behaviors and outcomes needed to develop the employee,and,in the process,achieve the firm's goals,what performance criteria should be used?

A) improvement potential
B) competencies
C) goal achievement
D) traits

Question 25

Identify and explain the three primary standards that may be used in designing performance appraisal standards.

Question 26

Which of the following is primarily responsible for coordinating the design and implementation of performance appraisal programs?

A) high-level executives
B) shared service center managers
C) labor union representatives
D) human resource departments

Question 27

When developing a performance appraisal system for telecommuters,managers should do all of the following EXCEPT ________.

A) make sure that telecommuters are not treated differently from office-based workers
B) apply objective measures common to all employees when evaluating telecommuters
C) create different performance standards for common job duties performed by office-based workers and telecommuters
D) create a well-defined understanding of job roles and performance measures

Question 28

Monica,a sales consultant,will receive a performance appraisal soon.Monica's supervisor will be assessing Monica's ability to deliver products to clients according to schedule and her ability to meet customer quality requirements.Which performance standard is most likely important to Monica's employer?

A) improvement potential
B) strategic contribution
C) goal achievement
D) employee traits

Question 29

Which of the following is NOT a standard used in effective performance appraisal systems?

A) competencies
B) behavior
C) years of service
D) traits

Question 30

Which of the following has traditionally been responsible for evaluating employee performance?

A) team members
B) subordinates
C) immediate supervisors
D) top corporate customers

Question 31

As a manager,which of the following traits would be LEAST appropriate to consider when conducting a subordinate's performance appraisal?

A) loyalty
B) organizational commitment
C) job-related competencies
D) job-related knowledge

Question 32

Gina and her team members at Marshall Marketing recently received their annual performance appraisals.Each team member was evaluated for developing others,cooperation,and customer service orientation.Which of the following best describes these criteria?

A) traits
B) behaviors
C) goal achievement
D) improvement potential

Question 33

Which case ruled that general characteristics such as leadership,appearance,and personal conduct are subjective and may be unrelated to job performance?

A) Campbell v Miller Construction
B) Smith v Ardron Construction
C) Anderson v West Coast Energy
D) Wade v Mississippi Cooperative Extension Service

Question 34

Which of the following is a common appraisal criteria?

A) traits
B) behaviors
C) competencies
D) all of the above

Question 35

What performance criteria include a broad range of knowledge,skills,traits,and behaviors that are needed to perform a job successfully?

A) credibilities
B) competencies
C) accomplishments
D) future possibilities

Question 36

Traits such as adaptability,judgment,appearance,and attitude may be used in performance appraisals if they are job-related.

Question 37

Desired behaviors may be appropriate as evaluation criteria because if they are recognized and rewarded,employees tend to repeat them.

Question 38

Focusing on an employee's potential during a performance appraisal ensures that more effective career planning and development will occur.

Question 39

Competencies chosen for performance appraisal purposes should be closely related to ________.

A) job success
B) job seniority
C) pay grade
D) skill level

Question 40

What are the steps in the performance appraisal process? What are the characteristics of an effective PA process?

Question 41

It is essential that line managers play a key role in performance appraisal from beginning to end.

Question 42

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.Which of the following,if true,best supports the argument that the 360-degree feedback evaluation method is the most appropriate performance appraisal tool for Dixon to use?

A) Numerous Dixon employees have complained that the current appraisal method is biased and have threatened to sue the firm.
B) Executives at Dixon want a performance appraisal method that focuses on an employee's potential for success at the firm.
C) Employees at Dixon participated in developing their own performance standards when they were first hired by the firm.
D) Due to the firm's large staff, executives want an appraisal method that is both quick and cost effective.

Question 43

What appraisal method appeals to managers who want employees to participate in their own evaluation and development?

A) superior
B) peer appraisal
C) subordinate
D) self-appraisal

Question 44

Organizations use customer appraisal because it demonstrates a commitment to the customer and holds employees accountable.

Question 45

What is the benefit of having subordinates evaluate supervisors?

A) increasing the opportunity to expand a department
B) decreasing the reliance on traditional performance appraisals
C) increasing a supervisor's awareness of the work group's needs
D) decreasing a supervisor's authority over subordinates in a work group

Question 46

If employees understand their objectives and the criteria used for evaluation,they can effectively appraise their own performance.

Question 47

What is the biggest risk associated with the 360-degree feedback evaluation method?

A) poor individual development
B) minimal effectiveness
C) questionable legality
D) lack of confidentiality

Question 48

The primary disadvantage of using peers to appraise performance is that they do not work closely enough with evaluated employees to provide useful feedback.

Question 49

A&B Enterprises may add customer appraisals as a component of employee performance appraisals.All of the following are most likely reasons for A&B to use customer appraisals EXCEPT ________.

A) fostering change
B) holding employees accountable
C) evaluating development programs
D) demonstrating customer commitment

Question 50

Which of the following is the most likely problem of supervisors evaluating subordinates?

A) focusing too much on a single performance standard
B) coordinating employee training needs and programs
C) being responsible for only one department within the firm
D) lacking opportunities to observe the employee's job performance

Question 51

Which of the following is NOT an advantage associated with using team members to appraise performance?

A) Team members are familiar with each other's performance.
B) Team members are receptive to criticism from co-workers.
C) Peer review relies on more than one opinion.
D) Peer pressure motivates members of a team.

Question 52

The 360-degree feedback evaluation method involves evaluation input from multiple levels within the firm as well as external sources.

Question 53

What is essential when subordinates are given the opportunity to evaluate their supervisor?

A) training subordinates how to evaluate performance
B) teaching evaluators how to measure performance
C) guaranteeing anonymity of the evaluators
D) benchmarking all evaluations

Question 54

Adam,an IT specialist,is more technically knowledgeable than his boss.What would be the most appropriate way to overcome this disadvantage for Adam's performance appraisal?

A) obtaining performance input from Adam's customers
B) providing Adam's supervisor with additional training
C) allowing Adam to assess the supervisor's performance
D) integrating appraisal criteria suggested by Adam

Question 55

Organizations that structure employees into self-directed teams are using peers to appraise performance less frequently because of time constraints.

Question 56

A popular appraisal method that involves input from multiple levels within the firm and external sources is best known as ________.

A) 360-degree feedback evaluation
B) rating scale
C) critical incident
D) paired comparison

Question 57

Kyra works as a marketing assistant and will be receiving a performance appraisal soon.Kyra will receive ratings from her supervisors,team members,subordinates,and customers.Kyra will also be asked to review her own performance.Which performance appraisal method is most likely used at Kyra's firm?

A) rating scales method
B) work standards method
C) critical incident method
D) 360-degree feedback evaluation method

Question 58

All of the following are reasons that immediate supervisors conduct most performance appraisals EXCEPT that supervisors ________.

A) regularly observe their employees' job performance
B) coordinate employees' flexible spending benefits
C) manage all aspects of work within a particular unit
D) need subordinates who are appropriately trained

Question 59

A supervisor wants to give a pay raise to a certain employee and,in order to justify this action,the supervisor gives the employee a high performance evaluation.Which of the following best describes this problem?

A) halo error
B) stereotyping
C) recent behavior bias
D) evaluation manipulation

Question 60

Results from 360-degree programs are used by firms for succession planning,training,professional development,and performance management.

Question 61

Which statement about traits is most accurate?

A) traits do influence behavior, but these do not fully account for behavior
B) traits are readily translated into job performance
C) traits influence motivation, but not job performance
D) traits determine a person's personality profile

Question 62

Which appraisal method is most likely to cover the entire evaluation period and not focus on the last few weeks or months?

A) essay
B) rating scale
C) critical incident
D) paired comparison

Question 63

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.

A) rating scales method
B) work standards method
C) forced distribution method
D) critical incident method

Question 64

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.Which of the following,if true,best supports the argument that the forced distribution method is the most appropriate performance appraisal tool for Dixon to use?

A) Employees at Dixon are provided training opportunities based on performance appraisal results.
B) Dixon executives want the firm to become a high performing work system within five years.
C) Dixon will be reducing its workforce and eliminating the lowest performing employees.
D) Supervisors at Dixon work with HR to hire, fire, and train all employees.

Question 65

The rating scale method focuses on skills needed across organizational boundaries.

Question 66

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.Which of the following,if true,best supports the argument that the forced distribution method is the most appropriate performance appraisal tool for Dixon to use?

A) Organizational fit is a problem among newly hired Dixon employees.
B) Many managers at Dixon are hesitant to fire poor performing employees.
C) Dixon organizes most departments into project-based teams of employees.
D) Multiple appraisals are needed at Dixon to minimize employee discrimination.

Question 67

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.Which of the following,if true,best supports the argument that the BARS method is the most appropriate performance appraisal tool for Dixon to use?

A) Dixon recently invested in an applicant tracking system to help HR manage recruiting and selection tasks.
B) Dixon supervisors want to provide subordinates with upward feedback to illustrate employee ratings.
C) Dixon has provided HR with a small budget for implementing a new performance appraisal system.
D) Dixon supervisors want specific examples of good and poor behavior in order to facilitate rating discussions.

Question 68

What are the advantages and disadvantages of having peers and team members appraise an employee's performance?

Question 69

In the current business climate,firms may want to consider evaluating performance more often because ________.

A) the law requires that companies conduct performance appraisals often
B) changes in the business climate occur rapidly
C) companies wish to avoid negligent retention
D) companies use performance appraisal as a labor cost savings tool

Question 70

Marco,who works on an assembly line at GM,received his annual performance appraisal,which compared his job performance to an expected level of output.Which method is most likely used by GM?

A) BARS
B) ranking
C) critical incident
D) work standards

Question 71

What are the pros and cons of having an immediate supervisor involved in the performance appraisal process?

Question 72

When Erin,a manager,provides performance appraisals to her subordinates,she writes a brief narrative describing an employee's performance relative to a predetermined standard.Which type of appraisal method is Erin most likely using?

A) work standards method
B) essay method
C) BARS method
D) ranking method

Question 73

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Question 74

Having multiple raters makes the 360-degree feedback evaluation method more legally defensible and more costly.

Question 75

Managing performance is extraneous to a manager's daily job duties.

Question 76

Departmental managers at Global Industries are required to maintain written records of highly favorable and unfavorable employee actions.Which performance appraisal method is most likely used by Global Industries?

A) ranking
B) rating scales
C) critical incidents
D) paired comparison

Question 77

Managing employee performance should be a ________ process if it is to be the most effective.

A) formal
B) continuous
C) structured
D) bi-annual

Question 78

The ________ of appraisal compares each employee's performance to a predetermined standard or expected level of output.

A) critical incident method
B) work standards method
C) forced distribution method
D) behaviorally anchored rating scale method

Question 79

The most significant risk associated with 360-degree feedback is confidentiality.

Question 80

A typical job might have 8-10 dimensions under BARS,each with a separate rating scale.