BPM2084 Quiz 1

1. ________________ is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.

• A. Strategic planning

• B. Performance management

• C. Reward system

• D. Performance appraisal

2.Dangers of a poorly implemented performance management system include all of the following EXCEPT:

• A. Increase employee motivation

• B. Lawsuits

• C. Biased performance ratings

• D. Decreased employee motivation

3. One of the consequences of a poorly implemented PM system is ___________, which occurs when an employee does not see the system as fair or valid and becomes dissatisfied with his/her job.

• A. job burnout

• B. lowered self-esteem

• C. damaged relationships

• D. lawsuits

The ___________ purpose of PM systems is to furnish valid and useful information for making employment decisions, including salary adjustments, promotions, and terminations.

• A. strategic

• B. information

• C. administrative

• D. developmental

Information gained from the organizational maintenance purpose of a PM system is used for all of the following EXCEPT:

• A. Workforce planning

• B. Evaluating the effectiveness of job descriptions

• C. Evaluating the effectiveness of HR programs

• D. Creating talent inventories

All of the following are possible benefits of a performance management system EXCEPT:

• A. Protection from lawsuits

• B. Taxes are reduced

• C. Employees become more competent

• D. The definitions of job and criteria are clarified

Relational returns include:

• A. Income protection

• B. Recognition and status

• C. Challenging work

• D. B and C

Which of the following is related to work/life focus?

• A. Counseling

• B. Financial planning

• C. Relational returns

• D. A and B

A purpose of a performance management system is:

• A. To get rid of poorly performing employees

• B. To provide documentation

• C. To increase profits

• D. To give the HR department something to do

An ideal performance management system is correctable. What does this mean?

• A. If an employee is dissatisfied with a rating then it will be changed.

• B. If an employee is dissatisfied with a rating then there is a process to appeal the rating decision.

• C. An ideal performance management system is not correctable.

• D. None of the above is correct