Q1: An easy way to spot performance trends over time is to use
- A. line graphs
- B. Gantt charts
- C. thermometer type bar graphs
- D. approximate simulations
Answer
Answer A. line graphs
Q2: The first thing to do when you discover a performance gap is
- A. analyze the possible causes and solutions to the gap. (b)determine why no one told you about the gap
- C. investigate the gap to see whether it is positive or negative
- D. find out whether the employee is trying to eliminate the gap
Answer
Answer A. analyze the possible causes and solutions to the gap. (b)determine why no one told you about the gap
Q3: Coaching can best be described as
- A. a team intervention designed to eliminate poor performance
- B. non disciplinary attempts to improve performance
- C. a process to help employees achieve their potential
- D. the last resort for solving employee performance problems
Answer
Answer C. a process to help employees achieve their potential
Q4: Why are expectations an important factor in the success of a performance management system?
- A. High expectations can lead to substandard performance
- B. Low expectations provide realistic goals for employees
- C. Most people will meet or exceed known expectations
- D. Big expectations can expand small performance gaps
Answer
Answer A. High expectations can lead to substandard performance
Q5: Corrective feedback should be used to
- A. keep employees from becoming complacent
- B. to teach employees the correct way
- C. recognize positive performance results
- D. reduce the need for setting long-range goals
Answer
Answer B. to teach employees the correct way
Q6: When taking notes about an employee’s performance, you should
- A. periodically review notes and clean out your files
- B. keep notes only on problem employees
- C. never place notes in the employee’s personnel file
- D. focus on negative performance you want to remember
Answer
Answer C. never place notes in the employee’s personnel file
Q7: Prior to developing individual goals, it is important to
- A. write personal action plans to improve performance
- B. understand the organization’s vision and values
- C. ensure there is a sufficient budget for monetary rewards
- D. establish the benchmark for defining performance objectives
Answer
Answer B. understand the organization’s vision and values
Q8: The key to an effective performance appraisal is to have a
- A. well-defined form
- B. three-tier rating system
- C. two-way discussion
- D. BARS method to evaluate performance
Answer
Answer A. well-defined form
Q9: BARS method The primary reason to train employees is to
- A. reward past behavior
- B. improve performance
- C. reduce overhead costs
- D. remove a task interference
Answer
Answer B. improve performance
Q10: Performance management is successful when there is a___partnership between employees and management
- A. limited
- B. proactive
- C. reactive
- D. forced
Answer
Answer B. proactive
Q11: Which of the following is important when observing employee performance?
- A. Observe performance on several occasions
- B. Only observe employees when they aren’t expecting you
- C. Tell employees to “pretend” you’re not there
- D. Observe just prior to conducting a performance appraisal
Answer
Answer A. Observe performance on several occasions
Q12: When an employee gets rewarded for poor performance, it is example of
- A. an effective employee incentive program
- B. not having specific performance goals
- C. too many task interferences
- D. consequences not matching performance
Answer
Answer A. an effective employee incentive program
Q13: Which of the following is the best approach to writing job descriptions?
- A. Have a human resource specialist create a first draft so it meets le- gal requirements
- B. Develop a template that can be used to write all job descriptions within the organization
- C. Let managers write all the job descriptions for their department’s em- ployees
- D. Involve the person doing the job, the supervisor, and an objective third party
Answer
Answer D. Involve the person doing the job, the supervisor, and an objective third party
Q14: One benefit of using nonmonetary rewards is that they
- A. can easily be eliminated
- B. can be linked to organization strategy
- C. will be accepted by employees regardless of the reward
- D. reduce the need to give employees positive feedback
Answer
Answer B. can be linked to organization strategy
Q15: Which of the following would be the best way to determine the cause of an employee performance gap?
- A. Involve the employee in analyzing the performance gap
- B. Use computer-generated reports to identify alternative causes
- C. Rely on your own perceptions about the employee’s performance
- D. Review the goal setting process for accuracy
Answer
Answer A. Involve the employee in analyzing the performance gap
Q16: A Performance Action Plan could best be described as a
- A. replacement for developing S.M.A.R.T. goals
- B. mentoring tool that develops new skill sets
- C. commitment by an employee to improve performance
- D. strategy to increase employee training and development
Answer
Answer C. commitment by an employee to improve performance
Q17: Which of the following is most likely to determine the ultimate success of a performance management system?
- A. Management commitment
- B. Employee commitment
- C. Organization culture
- D. Nonmonetary rewards
Answer
Answer B. Employee commitment
Q18: Using a wall chart to track sales performance is an example of having a
- A. S.M.A.R.T. goal
- B. personal action plan
- C. detailed training system
- D. feedback system
Answer
Answer B. personal action plan
Q19: Having a successful performance management system requires
- A. a long-term commitment
- B. increasing the company salary budget
- C. employees who like to work independently
- D. reducing the time managers spend in meetings
Answer
Answer A. a long-term commitment
Q20: Establishing baseline performance is important because it
- A. allows comparison of results between organizations
- B. provides a starting point for measuring performance
- C. ensures goals will only be obtained by hard work
- D. reduces the likelihood that performance will trend downward
Answer
Answer B. provides a starting point for measuring performance
Q21: Which of the following would be considered an environment strategy for improving performance?
- A. Transferring an employee to another job
- B. Adding more management levels
- C. Reorganizing the work area
- D. Using record charts and bar graphs
Answer
Answer C. Reorganizing the work area
Q22: One of the main reasons for performance gaps is the lack of
- A. good employee attitudes
- B. management feedback
- C. performance charts and graphs
- D. time available to properly train employees
Answer
Answer B. management feedback
Q23: The best performance are goal that
- A. Are general and have flexible deadline
- B. are developed in a strategic planning session
- C. enable you to effectively measure results
- D. can be used to control employee pay raises
Answer
Answer B. are developed in a strategic planning session
Q24: When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called___
- A. Strategic organisational development
- B. Performance management
- C. Performance Appraisal
- D. Human Resource management
Answer
Answer B. Performance management
Q25: Aligning and evaluating employee’s performance with company’s set goals is called
- A. appraisal management
- B. performance management
- C. hierarchy of management
- D. off-the-job training
Answer
Answer B. performance management
Q26: Steps involves in employer’s movement for performance management is
- A. total quality
- B. appraisal issues
- C. strategic planning
- D. all of above
Answer
Answer D. all of above
Q27: In performance management, main feature of performance management is to
- A. increase salary
- B. planning incentives
- C. comparing performance with goals
- D. comparing sales figures from last year
Answer
Answer C. comparing performance with goals
Q28: Performance management’ is always
- A. goal oriented
- B. performance oriented
- C. sales oriented
- D. none of above
Answer
Answer A. goal oriented
Q29: Which is the biggest challenge faced while conducting performance appraisal?
- A. Evaluating performance of self – managed teams
- B. Presence of a formal appeal process
- C. Appraisals based on traits are to be avoided
- D. None of the above
Answer
Answer A. Evaluating performance of self – managed teams
Q30: Which of these options are the activities that constitute the core of performance management?
- A. Performance interview
- B. Archiving performance data
- C. Use of appraisal data
- D. All of the above
Answer
Answer D. All of the above
Q31: Which method is used for evaluating the performance of executives or supervisory positions?
- A. Psychological Appraisals
- B. Assessment Centers
- C. Behaviorally Anchored Rating Scales
- D. 360 degree feedback
Answer
Answer B. Assessment Centers
Q32: Management of performance ensures
- A. continuous improvement
- B. discontinue improvement
- C. performance reviews
- D. both A and C
Answer
Answer D. both A and C
Q33: Mostly employees’ promotion decision is based on
- A. performance appraisal
- B. training results
- C. hiring tests
- D. in-house development
Answer
Answer A. performance appraisal
Q34: Performance rating as good or bad on numerical rating scale is called
- A. critical incident method
- B. forced distribution method
- C. behaviorally anchored rating scale
- D. paired comparison method
Answer
Answer C. behaviorally anchored rating scale
Q35: Ranking of all employees measuring a specific trait by making pairs of employees is called
- A. graphic rating scale method
- B. management by objectives
- C. alternation ranking method
- D. paired comparison method
Answer
Answer D. paired comparison method
Q36: Basic approach in employee’s performance compares with their current performance to
- A. set standards
- B. performance in previous years
- C. performance in last job
- D. none of above
Answer
Answer A. set standards
Q37: Performance management includes
- A. daily and weekly interactions
- B. meeting semiannually
- C. yearly meetings
- D. never having meeting with subordinates
Answer
Answer A. daily and weekly interactions
Q38: Performance evaluation can be defined as a process of evaluating
- A. Past Performance
- B. Present Performance
- C. Future Performance
- D. Past and Present Performance
Answer
Answer D. Past and Present Performance
Q39: First step in ‘appraising process’ is
- A. defining the job
- B. training session
- C. feedback session
- D. interview sessions
Answer
Answer A. defining the job
Q40: In 360-degree feedback, ratings are collected from
- A. supervisors
- B. subordinates
- C. peers
- D. all of above
Answer
Answer D. all of above
