Performance Management Quiz

What does role clarity mean?

• Employees have a clear understanding of their roles and responsibilities.

• Employees have a vague understanding of their roles and responsibilities.

• Employees do not understand their roles and responsibilities.

• Employees understand the roles and responsibilities of their peers.

What is actionable feedback?

• Feedback that is vague and general.

• Feedback that is specific and actionable.

• Feedback that is unrelated to the employee's performance.

• Feedback that is related to the employee's personal life.

When should feedback be provided?

• In a timely manner.

• Only at the end of the year.

• Only when the employee requests it.

• Only when the manager feels it is necessary.

What does effective performance management involve?

• Setting clear expectations, conducting fair and regular evaluations, and providing constructive and timely feedback.

• Setting vague expectations, conducting biased evaluations, and providing critical and delayed feedback.

• Setting unrelated expectations, conducting irregular evaluations, and providing unrelated feedback.

• Setting clear expectations, conducting evaluations only when necessary, and providing feedback only when requested.

What does goal setting involve?

• Setting specific, measurable, achievable, relevant, and time-bound (SMART) goals.

• Setting vague, unmeasurable, unachievable, irrelevant, and timeless (VUIRT) goals.

• Setting goals that are unrelated to the organization's objectives.

• Setting goals that are unrelated to the employee's role and responsibilities.

What are performance expectations?

• The standards or benchmarks that employees are expected to meet in their roles.

• The goals that an organization sets for its employees.

• The tasks that an employee is responsible for.

• The feedback that an employee receives from their manager.

What are standards of performance?

• The criteria against which an employee's performance will be evaluated.

• The goals that an employee sets for themselves.

• The feedback that an employee receives from their peers.

• The tasks that an employee is responsible for.

What is the purpose of performance management?

• To criticize and find faults in an employee's performance.

• To enhance the individual and collective contributions of employees to organizational goals.

• To set unrealistic expectations for employees.

• To provide feedback only when necessary.

What does performance management help enhance?

• The individual and collective contributions of employees to organizational goals.

• The individual contributions of employees to their personal goals.

• The collective contributions of employees to their personal goals.

• The individual and collective contributions of employees to unrelated goals.

What is performance management?

• A one-time event that occurs at the end of the year.

• A continuous cycle that requires consistent effort and communication from both managers and employees.

• A process that only involves setting clear expectations.

• A process that only involves providing feedback.