test_item_file_ch09 - Chapter 9: Performance Management and...

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Unformatted text preview: Chapter 9: Performance Management and Appraisal Chapter 9: Performance Management and Appraisal Multiple Choice 1. The process of evaluating employees current and/or past performance relative to their performance standards is called _____. a. recruitment b. employee selection c. performance appraisal d. organizational development e. training (c; easy) 2. When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a companys strategy, it is called _____. a. strategic organizational development b. performance management c. performance appraisal d. human resource management e. strategic management (b; easy) 3. Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals. a. goal setting b. training c. incentive systems d. all of the above e. none of the above (d; moderate) 4. Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis. a. weekly b. monthly c. bi-annual d. yearly e. bi-monthly (a; moderate) 133 Human Resource Management: An Asian Perspective (Second Edition) 5. Managers following a traditional performance appraisal system will typically meet with employees on a _____ basis. a. daily b. weekly c. monthly d. bi-monthly e. yearly (e; moderate) 6. The component of an effective performance management process that communicates the organizations higher level goals throughout the organization and then translates these goals into departmental goals is called _____. a. role clarification b. goal alignment c. developmental goal setting d. direction sharing e. coaching and support (d; difficult) 7. The component of an effective performance management process that explains employees role in terms of their day-to-day work is called _____. a. role clarification b. goal alignment c. developmental goal setting d. direction sharing e. coaching and support (a; difficult) 8. Which of the following is not one of the guidelines for effective goal setting? a. assign specific goals b. assign measurable goals c. assign challenging but doable goals d. assign consequences for performance e. encourage participation (d; moderate) 9. The S in the acronym for SMART goals stands for _____. a. specific b. straightforward c. strategic d. source e. support (a; easy) 134 Chapter 9: Performance Management and Appraisal 10. The M in the acronym for SMART goals stands for _____. a. moderate b. measurable c. meaningful d. mid-range e. merit (b; moderate) 11. The A in the acronym for SMART goals stands for _____. a. actionable b. appropriate c. attainable d. attitude e. asset (c; moderate) 12. Participatively set goals result in higher performance than assigned goals when _____....
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This note was uploaded on 04/02/2012 for the course HRM 101 taught by Professor 1 during the Spring '12 term at The University of Oklahoma.

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test_item_file_ch09 - Chapter 9: Performance Management and...

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