Question 1

If performance management is done well throughout the year,the performance appraisal discussion should be a review of feedback that has already occurred and a discussion of future goals and development plans.

Accepted Answer

If performance management is done continuously throughout the year, the performance appraisal discussion should be a summary of the feedback collected throughout the year, as well as a discussion of future goals and development plans.

Question 2

Goal setting is the foundation of both personal and organizational success.

Accepted Answer

Setting clear and achievable goals is essential for individuals and organizations to have direction, focus, and motivation towards success. By setting specific goals, individuals and organizations can measure progress, identify obstacles, and adjust strategies to achieve maximum outcomes. Thus, goal setting is considered the foundation of personal and organizational success.

Question 3

A performance improvement plan should be created solely by the department.

Accepted Answer

A performance improvement plan should be a collaborative effort between the department and the employee. The plan should identify areas where improvement is needed, set specific goals and targets, and outline the actions to be taken by both parties to achieve these goals. Mutual agreement on the plan's content and targets is essential, as is ongoing support and monitoring by the department.

Question 4

Standards are typically linked to the same levels of rewards and punishments.

Accepted Answer

Standards vary widely across different contexts (e.g., industries, cultures, organizations) and are not necessarily linked to uniform levels of rewards and punishments. The consequences for meeting or failing to meet standards can differ significantly based on the specific standards and the entities enforcing them.

Question 5

If an employee's performance is below standard,corrective action should be taken to correct the performance or behavior problem.

Accepted Answer

It is important for employers to take corrective action to address performance or behavior problems. This can include coaching, additional training, or even termination if necessary. Ignoring subpar performance can lead to decreased morale and productivity, as well as potential legal issues.

Question 6

A multisource assessment uses performance feedback from the employee's supervisor as well as from other sources that are familiar with an employee's job performance.

Accepted Answer

A multisource assessment, also known as 360-degree feedback, uses feedback from various sources such as peers, subordinates, customers, and suppliers in addition to the employee's supervisor.

Question 7

To be measurable,results should be described in terms of quantity,quality,cost,or timeliness,such as a percentage increase in sales or percentage decrease in resource usage.

Accepted Answer

Measurable results are quantifiable and can be expressed in terms of quantity, quality, cost, or timeliness. This allows organizations to track their progress and determine whether they have achieved their goals. Examples of measurable results include increases in sales or decreases in resource usage, which can be expressed as percentages or other numerical values.

Question 8

Organizational goals are usually established during the HR planning process.

Accepted Answer

Organizational goals are typically established during the strategic planning process, which involves top management and is broader in scope, guiding the overall direction of the organization. HR planning then aligns its activities to support these goals.

Question 9

The essay appraisal method requires the assessor to write a brief essay providing an assessment of the strengths,weaknesses,and potential of the target employee.

Accepted Answer

The statement is true. The essay appraisal method involves providing a written assessment of the employee's strengths, weaknesses, and potential. The essay typically includes specific examples to support the appraisal.

Question 10

Kirkland and Northman introduced the concept of the balanced scorecard.

Accepted Answer

The concept of the balanced scorecard was introduced by Robert S. Kaplan and David P. Norton, not Kirkland and Northman.

Question 11

Many supervisors are confident that they have spent sufficient time watching their employees' behavior and that their ratings will prove correct if questioned.

Accepted Answer

The answer of Many supervisors are confident that they have...

Question 12

Performance management identifies organizational goals,measures effectiveness and efficiency in obtaining those goals,and communicates this information to the relevant performer.

Accepted Answer

Performance management involves setting goals, measuring performance, and communicating results to relevant performers to improve effectiveness and efficiency in achieving organizational goals.

Question 13

Performance management data also helps the organization treat employees fairly and consistently based on their actual performance and contribution to organizational outcomes.

Accepted Answer

Performance management data allows an organization to evaluate employees based on their actual performance and contribution to the organization, rather than simply relying on subjective impressions or biases. This helps ensure that employees are treated fairly and consistently, and that rewards and promotions are based on merit rather than other factors.

Question 14

Asking employees to assess their own performance and capabilities is not very important.

Accepted Answer

Asking employees to assess their own performance and capabilities is important for performance appraisal and development purposes. It allows individuals to reflect on their strengths and weaknesses, set realistic goals, and identify areas for improvement. Additionally, self-assessments can provide valuable insights to managers and leaders for career growth and succession planning.

Question 15

A performance plan describes desired goals and results,how results will be measured and weighted,and what standards will be used to evaluate results.

Accepted Answer

A performance plan typically includes these elements to outline expectations and how progress will be tracked and evaluated.

Question 16

There is an old saying that "what gets measured gets done." One of the most important things performance management does is to let employees know what they should be doing and how they are doing.

Accepted Answer

Performance management provides clarity on tasks and objectives, and measures progress towards those goals. This helps employees understand their responsibilities and how they are performing, which can motivate them to improve their performance.

Question 17

The overall goal of performance management is to ensure that all parts of the organization and all of its processes are working together optimally to achieve desired results.

Accepted Answer

The statement accurately reflects the overall goal of performance management.

Question 18

It is important to choose measures that are appropriate to the organizational level and the desired results and to use measures that are valid and reliable.

Accepted Answer

It is important to choose measures that are aligned with the organizational goals and outcomes and to ensure that they are reliable and valid. This will help in accurately measuring performance and taking informed decisions. Choosing inappropriate measures or unreliable measures can lead to inaccurate data and flawed decisions.

Question 19

Performance management is the system that directs and motivates employees,work groups,and business units to accomplish organizational goals.

Accepted Answer

Performance management is a system or process that helps organizations to set goals, monitor progress towards those goals, and take corrective actions where necessary in order to ensure that employees, work groups, and business units are focused and motivated towards achieving organizational objectives.

Question 20

The two primary types of performance measurement methods are rating methods and ranking methods.

Accepted Answer

This statement is true. Rating methods involve evaluating an employee's performance against predetermined criteria or standards, while ranking methods involve comparing employees to one another and ordering them based on their performance. These are the two main types of performance measurement methods.

Quiz 8: Performance Management