Performance Management Quiz Questions And Answers

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Performance Management Quiz Questions And Answers - Quiz

Try playing this quick 'performance management quiz' and you'll get the chance to test your understanding of basic performance management skills. How well do you know about performance management? Performance management skills refer to the ability of the manager/supervisor that helps in ensuring that the work of the people working under his supervision supports and fulfill the organizational goals. Take this quiz and find out how well you understand this subject.
Ready? Let's start then. Good luck!


Questions and Answers
  • 1. 

    Performance management is ___________.

    • A.

      Interpersonal influence, exercised by a leader in specific situations or in response to critical incidents or developmental opportunities.

    • B.

      Formal and more general feedback and information at predetermined intervals.

    • C.

      The employee becomes the best he/she can based on internal gifts, qualities and values. As a result, performance in many areas almost always improves.

    • D.

      Have the employee understand and accept changes that will increase his/her effectiveness and performance.

    Correct Answer
    B. Formal and more general feedback and information at predetermined intervals.
    Explanation
    Performance management involves providing formal and general feedback to employees at predetermined intervals. This feedback and information help the employees understand their performance, identify areas of improvement, and make necessary changes to increase their effectiveness and performance. This process ensures that employees receive regular guidance and support to enhance their performance in various areas.

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  • 2. 

    Performance management is about setting mutually agreed-upon goals. State true or false. 

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Performance management involves setting mutually agreed-upon goals between managers and employees. This ensures that both parties are aligned and have a clear understanding of what needs to be achieved. By setting these goals, performance expectations are established, and progress can be measured and evaluated effectively. Therefore, the statement "Performance management is about setting mutually agreed-upon goals" is true.

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  • 3. 

    Performance management is about just the appraisal form and/or system. State true or false.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Performance management is not just about the appraisal form and/or system. It involves a comprehensive process that includes setting goals, providing feedback, coaching, and development opportunities, as well as evaluating and recognizing performance. The appraisal form and system are just one component of the overall performance management process.

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  • 4. 

    Performance management is about addressing both what an employee should achieve and should avoid. State true or false?

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Performance management is indeed about addressing both what an employee should achieve and what they should avoid. It involves setting goals and expectations for employees, providing feedback and coaching to help them improve their performance, and addressing any performance issues or areas of concern. By focusing on both the positive and negative aspects of performance, performance management aims to drive overall improvement and success in the workplace.

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  • 5. 

    The Performance Management Cycle model presented in class includes all but which item?  

    • A.

      Goal setting

    • B.

      Review

    • C.

      Coaching & feedback

    • D.

      New employee orientation

    Correct Answer
    D. New employee orientation
    Explanation
    The Performance Management Cycle model presented in class includes goal setting, review, and coaching & feedback. These elements are all part of the ongoing process of managing and evaluating employee performance. However, new employee orientation is not directly related to the performance management cycle. Orientation is typically focused on introducing new employees to the organization, its policies, and procedures, rather than specifically addressing performance goals and feedback.

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  • 6. 

    A manager’s involvement in helping employees set goals includes all but which item?

    • A.

      Provide direction

    • B.

      Provide clarity

    • C.

      Provide initiative

    • D.

      Provide support

    Correct Answer
    D. Provide support
    Explanation
    A manager's involvement in helping employees set goals includes providing direction, clarity, and initiative. However, providing support is not included in a manager's involvement in this context. Support may be provided by a manager in other aspects of their role, such as offering resources or guidance, but it is not specifically related to helping employees set goals.

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  • 7. 

    One of the key reasons you help employees set goals is to plan and agree upon the behaviors you want from your employees. State true or false.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Setting goals for employees is an important process in order to plan and agree upon the behaviors that are desired from them. By setting goals, employers can communicate their expectations clearly and provide employees with a clear direction to work towards. This helps in aligning individual efforts with organizational objectives and ensures that everyone is on the same page. Additionally, setting goals also helps in tracking progress, providing feedback, and evaluating performance. Therefore, the statement is true.

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  • 8. 

    Difficult performance management conversations focus on three main objectives. Choose the item that does not belong.

    • A.

      To correct performance, not to punish the performer.

    • B.

      To protect the employee’s rights

    • C.

      To protect you and the organization.

    • D.

      To project manpower needs for the coming year.

    Correct Answer
    D. To project manpower needs for the coming year.
    Explanation
    The item "To project manpower needs for the coming year" does not belong because it does not pertain to the objective of difficult performance management conversations. The other three objectives focus on correcting performance, protecting the employee's rights, and protecting you and the organization. However, projecting manpower needs for the coming year is related to workforce planning and not directly relevant to performance management conversations.

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  • 9. 

    Managing employee performance includes:  

    • A.

      Monitoring and measuring performance

    • B.

      Setting organizational goals. 

    • C.

      Developing marketing strategy

    • D.

      None of the above

    Correct Answer
    A. Monitoring and measuring performance
    Explanation
    Managing employee performance involves monitoring and measuring their performance. This includes regularly assessing their work, providing feedback, and tracking progress towards goals. By monitoring and measuring performance, managers can identify areas for improvement, provide necessary support and resources, and recognize and reward high performance. This process is crucial for ensuring that employees are meeting expectations and contributing effectively to the organization's goals and objectives.

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  • 10. 

    Which of these is NOT a performance management tool?

    • A.

      Real-Time Feedback

    • B.

      One-on-One Performance Check-Ins. 

    • C.

      Reward and Recognition Scheme.

    • D.

      Competitor's market analysis 

    Correct Answer
    D. Competitor's market analysis 
    Explanation
    Competitor's market analysis is not a performance management tool because it is a strategic tool used to analyze and understand the market landscape, competition, and customer preferences. It helps businesses make informed decisions and develop effective strategies to gain a competitive advantage. On the other hand, performance management tools such as real-time feedback, one-on-one performance check-ins, and reward and recognition schemes are specifically designed to monitor, evaluate, and improve employee performance within an organization.

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Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 22, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Sep 15, 2010
    Quiz Created by
    Ecllcorporate
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