PHR Performance Management

Question 1

Which performance appraisal method collects feedback from a subordinate's supervisors, peers, direct reports, and sometimes customers?

Accepted Answer

360-degree feedback

Answer

360-degree feedback gathers input from multiple rater sources surrounding the employee—supervisors, peers, direct reports, and customers—providing a comprehensive performance view.

Question 2

A performance standard that is Specific, Measurable, Achievable, Relevant, and Time-bound is referred to as a:

Accepted Answer

SMART goal

Answer

SMART is an acronym standing for Specific, Measurable, Achievable, Relevant, and Time-bound, and it describes a well-structured performance goal.

Question 3

Which performance review approach compares employees against each other rather than against a fixed standard?

Accepted Answer

Relative ranking/forced distribution

Answer

Relative ranking or forced distribution ranks employees against one another, often placing a set percentage in each performance category.

Question 4

The 'halo effect' in performance appraisal occurs when a rater:

Accepted Answer

Allows one positive trait to positively influence ratings across all other dimensions

Answer

The halo effect is a cognitive bias where a single strong positive impression skews the rater's evaluation of all other performance dimensions upward.

Question 5

Under Management by Objectives (MBO), goals are set through a process that primarily involves:

Accepted Answer

Collaborative goal-setting between the employee and their manager

Answer

MBO is a collaborative process where managers and employees jointly establish specific, measurable objectives aligned with organizational goals.

PHR Practice Test

PHR Practice Test

PHR Performance Management