Top 350+ Solved Performance Management MCQ Questions Answer
Q. The M in the acronym for SMART goals stands for _____.
a. moderate
b. measurable
c. meaningful
d. mid-range
Q. The A in the acronym for SMART goals stands for _____.
a. actionable
b. appropriate
c. attainable
d. attitude
Q. Which of the following is not one of the guidelines for effective goal setting?
a. assign specific goals
b. assign challenging but doable goals
c. assign consequences for performance
d. encourage participation
Q. Participatively set goals result in higher performance than assigned goals when _____.
a. participatively set goals are more difficult
b. assigned goals are more difficult
c. the rewards are also higher
d. participatively set goals are used consistently
Q. When using goal setting in performance management, the goals should be _____.
a. easy
b. challenging
c. specific
d. All the above
Q. Goals should be ____________, but not so difficult that they appear impossible orunrealistic.
a. easy
b. challenging
c. specific
d. All the above
Q. Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
a. Recruitment
b. Employee selection
c. Performance appraisal
d. Employee orientation
Q. All the following are reasons for appraising an employee's performance EXCEPT _
a. assisting with career planning
b. correcting any work-related deficiencies
c. creating an organizational strategy map
d. determining appropriate salary and bonuses
Q. Which theory concerns the use of objectives to manage performance?
a. Probability theory
b. Goal theory
c. Results theory
d. Outcomes theory
Q. Organizing draws heavily on the supervisor's:
a. Conceptual skills.
b. Good human relations skills.
c. Technical skills.
d. Decision-making skills.
Q. For a supervisor, conceptual skills would include:
a. Recognizing how the work of various employees affects the performance of the department as a whole.
b. The specialized knowledge and expertise used to carry out particular techniques or procedures.
c. The ability to communicate with, motivate, and understand people.
d. The ability to analyze information and reach good decisions.
Q. Planning of Performance requires:
a. Translating the job description into objectives and measures
b. Assessing your culture
c. Setting aligned KPA's and Objectives
d. All of the above
Q. Performance Management is:
a. The activity where a line manager sets objectives for his/her staff
b. To develop punitive steps to address poor performance
c. To ensure all stakeholder requirements will be met
d. To comply with the requirements of HR
Q. Maintaining performance includes:
a. Checking up staff to ensure they perform optimally
b. Provide coaching and training where gaps exist
c. Formal feedback and Disciplining poor performance
d. None of the above
Q. Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?
a. conducting appraisals of employees
b. monitoring the effectiveness of the appraisal system
c. providing performance appraisal training to supervisors
d. ensuring the appraisal system's compliance with EEO laws