Performance Management and Appraisal Quiz

What is the primary purpose of Performance Appraisal?

• To remove any performance deficiencies

• To provide feedback to the employee

• To evaluate employee's current performance

• To set work standards

Which of the following is not a characteristic of SMART goals for Performance Appraisal?

• Relevant

• Specific

• Measurable

• Achievable

Who is primarily responsible for appraising an employee's performance?

• Rating committee

• Peers

• Employee's direct supervisor

• HR Department

What is the typical result of allowing subordinates to rate their supervisor's performance anonymously?

• Supervisors improve their performance

• Supervisors rate themselves higher

• Supervisors rate themselves lower

• No impact on supervisor's performance

What does 360-degree Feedback in performance appraisal involve?

• Surveys from subordinates only

• Surveys from peers, supervisors, subordinates, and customers

• Surveys from supervisors only

• Surveys from peers only

Which is the simplest and most popular technique for appraising employee performance?

• Graphic Rating Scale

• Paired Comparison Method

• Forced Distribution

• Critical Incident Method

What is the main problem with Graphic Rating Scales?

• Unclear standards

• Leniency

• Central tendency

• Halo effect

What does the recency effect in performance appraisal focus on?

• Focusing on the most recent behavior of an employee

• Focusing on the overall performance of an employee

• Focusing on the employee's potential

• Focusing on the employee's past achievements

What is the process of communicating the company's higher-level goals throughout the company called?

• Direction sharing

• Goal alignment

• Ongoing feedback

• Coaching and developmental support

Which process allows any manager to see the link between employee's goals and those of the department and organization?

• Goal alignment

• Coaching and developmental support

• Direction sharing

• Ongoing feedback