Performance Management in Human resource management MCQ
. Some commentators discern between corporate and organisational culture because
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The former is deliberately constructed whilst the latter evolves ‘naturally’
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The dual objectives of performance appraisals – to review prior performance and to prepare for future performance – can result in a tension for line managers between which of the following roles
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Judge and coach
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Which of the following groups do not typically provide feedback in 360-degree appraisals
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Competitors
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Which of the following is not a characteristic of SMART performance objectives
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Temporary
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Broadly understood, performance management represents organisational attempts to do which of the following
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To align individual or team performance with organisational objectives
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When is it most likely for the measurement of employee performance to be perceived as unfair?
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When trust is absent between employees and managers
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What is an important aspect of coaching employees?
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Modeling the right behaviors
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Having managers keep records of employee performance in a diary has been shown to improve ______.
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Rating accuracy
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Research suggests that an effective way to reduce rating errors and increase accuracy is to ______.
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Have raters observe performances and tell them the “true scores”
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Research suggests that when raters know they will have to explain their ratings to the employee they are rating, ______.
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Raters are more likely to be lenient
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Which of these can result in unintentional biases in performance rating?
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Holding favorable attitude toward the ratee
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How can employees influence the performance ratings managers give them?
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Impression management
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A key characteristic of a SMART goal is that it is ______.
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Time bound
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Which method is considered one of the best for increasing performance?
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Goal setting
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It is critical to collect data from multiple sources and gather qualitative information about employees’ behaviors in different contexts to ______.
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Provide feedback to employees
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What happens if the users of the performance appraisal system find it difficult to use, time-consuming, and burdensome?
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Employee and manager motivation to embrace the system will be low
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When is a performance rating system considered accurate?
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When it demonstrates reliability and validity
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To become an adequate motivational tool, performance appraisal reviews and the feedback they generate must be ______.
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Accepted by employees
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To implement a successful performance management system, research suggests that performance feedback should be provided ______.
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On a regular basis
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What promotes employee engagement, retention, and achievement of organizational objectives?
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A successful performance management system
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A team evaluation in which systems, goals, and performance are evaluated at the team level is known as
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Team appraisals
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When a rater rank orders all employees from best to worst.This ranking is known as _____ .
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Straight rankings
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SMART goals are goals that are specific, measurable, aggressive, realistic, and time-bound
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True
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The tendency to rate almost all rates low is known as _____.
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Severity error
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Recency error focuses on the most recent employee behaviors they have observed rather than focusing on the entire rating period .
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True
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The process of measuring, communicating, and managing employee performance in the workplace is known as _____
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Performance management
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Plan aimed at helping poor performers be accountable to meeting performance standards is known as_____.
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Performance improvement plan
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Performance appraisal is an evaluation of employee performance
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Performance appraisal
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In ______ comparing two employees at the same time until every unique pair of employees has been compared and then compiling the results.
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Paired comparisons
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One-on-one meetings spend with their direct reports on a ______ , to discuss performance goals, progress, and related issues.
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regular basis, usually week
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Which management strategy in which organizational goals are translated into department- and individual-level goals
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Management by objectives.
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Leniency error is the tendency of a rater to rate most employees highly
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True
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KPI stands for
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Key performance indicators
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The principle that performance standards are administered consistently across all employees is known as
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Judgment based on evidence
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Ratings on one dimension negatively influencing how the employee is perceived on other dimensions is known as ‘
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Horns error
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Ratings on one dimension negatively influencing how the employee is perceived on other dimensions is known as ‘
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Horns error
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Basing performance ratings on one or two performance dimensions, with one prominent dimension positively affecting how the employee is perceived on other dimensions this statement is related to_____
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Halo error
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Frame of reference (for) training involves raters observing specific instances of performance through videotapes or vignettes .
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True
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rced distribution is also known as _____.
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stack rankings
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Focal date reviews is a performance reviews that take place _______ for all employees
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on the same date
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In which employees and managers feel comfortable giving and receiving feedback ?
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Feedback culture
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A formal review meeting explaining to the employee why and how a particular rating was given.This formal review is known as _____.
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Fair hearing
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Diary keeping is the practice of recording employee performance on a regular basis ?
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True
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A performance review conducted for the purpose of improving performance is known as ______ .
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Developmental purposes
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The tendency to rate most employees in the middle category is known as ______.
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Central tendency error
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When groups of managers come together and discuss the ratings they will give their employees before ratings are finalized.this meetings is known as
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Calibration meetings
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An employee is rated _______ of their start date with the organization.
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on the anniversary
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Administrative purposes are used to _______ in the organization.
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make decisions
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Adequate notice employees evaluated using criteria and standards that were clearly communicated to them in advance
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True
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360-degree feedback presents employees with feedback from ________ and has the potential to provide useful, rich information.
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different stakeholders
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