chapter 1 fundamentals of performance management 绩效管理基础-黄彬云
quiz for chapter 1 第1章测验
1、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
2、_________ 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
3、pay added to base pay and that depends upon an employee’s performance is called: a、an allowance b、contingent pay c、relational return d、a benefit
4、dangers of a poorly implemented performance management system include which of the following: a、increase employee motivation b、lawsuits c、biased performance ratings d、decreased employee motivation
5、a performance management system is the systematic description of an employee’s strengths and weaknesses.
chapter 2 performance management process 绩效管理过程--何炜
quiz for chapter 2 第2章测验
1、the two main steps to the prerequisites phase of performance management are: a、understanding the organization’s mission and conducting job analysis b、developing the organization’s mission and conducting job analysis c、conducting job analysis and writing a development plan d、understanding the organization’s mission and writing a development plan
2、performance execution is linked to _______ and _______. a、prerequisites; performance planning b、performance planning; performance review c、performance planning; performance assessment d、performance assessment; performance review
3、in the performance planning stage, the term “results” refers to what? a、customer reactions b、ratings that result from performance c、customer complaints resulting from performance d、outcomes an employee must produce
4、the poor implementation of the performance planning phase will result in the poor implementation of the: a、performance execution phase b、performance assessment phase c、performance review phase d、performance renewal and recontracting phase
5、employees and supervisors should both evaluate employee performance during the performance assessment phase.
chapter 3 development and trends of performance management 绩效管理的发展与趋势-李敏、黄彬云
quiz for chapter 3 第3章测验
1、pm system information is necessary for the implementation of which of the following hr function(s)? a、workforce planning b、training c、recruitment and selection d、all of the above
2、a strength-based approach to performance management requires an appreciative climate in which managers: a、identify employees’ weaknesses b、provide positive feedback on what employees are doing c、discuss future development goals d、work out ways to overcome employees’ weaknesses
3、which of the following is the characteristic of performance management tomorrow? a、managers and employees avoiding feedback b、often linked with pay decisions c、development being part of the daily work d、review often occurs annually
4、why do companies like adobe and kelly services transit from traditional performance appraisals to continuous performance management? a、the necessity of punishing employees timely b、the return of people development c、the need for agility d、the centrality of teamwork
5、if a company no longer has a clear annual cycle, then it will be impossible to implement performance management.
1、performance prism is a three dimensional model and has five facets. these five facets are: a、financial, customer, internal process, learning and growth, employee satisfaction b、stakeholder satisfaction, stakeholder contribution, strategies, processes, capabilities c、stakeholder satisfaction, stakeholder contribution, strategies, processes, learning and growth d、stakeholder satisfaction, employee satisfaction, strategies, processes, capabilities
2、skandia navigator excels in: a、measuring intangible capital b、integrate business units’ activities c、balancing the strategic goals of financial and nonfinancial aspects d、considers the contribution and satisfaction of the stakeholders
3、which of the following is regarded as horizontal alignment? a、aligning individual performance goals b、cascading strategic objectives to department level c、coordination across functions or units d、all of the above
4、distributed leaders include: a、employee in key positions b、middle managers who run critical businesses and functions c、frontline managers who run important groups or teams d、technical and domain experts who occupy key spots in the formal networks
5、commitment across function and business units is key to the success of strategy
chapter 5 designing a spm framework: balanced scorecard and strategy map 设计战略性绩效测量系统：平衡计分卡与战略地图-黄彬云
quiz for chapter 5 第5章测验
1、balanced scorecards consist of four inter-related perspectives. which perspective or layer will be the main driver or enabler for outcomes within the financial perspective? a、customer b、internal process c、learning & growth d、make development plans
2、a good vision statement is all of the following except: a、brief b、detailed c、inspiring d、bound by timeline
3、the mission statement summarizes: a、the organization's future image b、the organization’s values c、the organization’s most important reason for existing d、the organization’s needs
4、which of the following describe the cause-and-effect linkages in the balanced scorecard? a、each perspective is related to eah other according to bottom-up causal linkages b、different types of performance measures are integrated according to financial and nonfinancial standards c、the performance measures of each individuals are connected by positional linkages d、the strategic objectives and performance measures are cascaded according to a top-down causal relationship
5、strategy map and balanced scorecard are two different tools for strategic performance management.
1、key performance indicators tell you: a、what to do to increase performance dramatically b、how you have done in a perspective or critical success factor c、what to do d、what you have done
2、what is the role of critical success factors in developing kpis? a、measure the strategic objectives b、link daily activities to the organization’s strategies c、monitor employees’ behaviors d、summarize the activities of teams
3、which of the following performance indicators can be used as a key performance indicator: a、percentage increase in sales with top 10% of customers b、return on capital employed c、number of units rejected by quality inspection d、net profit before tax
4、one of the foundation stones for key performance indicators is "transfer of power to the frontline", which means a、ensuring mutual understanding between frontline managers and employees b、providing frontline managers and employees with significant access to strategic organizational information c、empowering employees to take immediate action to rectify situations negatively impacting kpis d、devolving responsibility to the teams to develop and select their own performance measures
5、organization-wide kpis can overcome the weakness of the bsc by selecting critical success factors.
chapter 7 measuring performance 测量绩效-何炜
quiz for chapter 7 第7章测验
1、the combination of each of the following factors allows some individuals to perform at higher levels than others except: a、declarative knowledge b、biases c、procedural knowledge d、motivation
2、which of the following performance facets must be considered to understand performance? a、task performance and results b、declarative knowledge and procedural knowledge c、task performance and contextual performance d、contextual performance and results
3、when results and behaviors are obviously related, which approach to measuring performance is most appropriate? a、trait approach b、results approach c、orthodox approach d、behavior approach
4、when designing performance measures, which types of enterprises tend to pay more attention to the results ? a、high-speed development enterprises b、relatively stable enterprises c、enterprises that emphasize norm, process and rules d、enterprises that emphasize reaction speed, flexibility and innovation
5、task performance varies across jobs and is likely to be role prescribed.
chapter 8 measuring behaviors and results 行为和结果的测量-黄彬云
quiz for chapter 8 第8章测验
1、which of the following characteristics can be used to judge the extent to which an objective has been achieved? a、quality b、quantity c、time d、all of the above
2、characteristics of good objectives include all of the following except: a、specific and clearly communicated b、have more than 10 objectives per review period c、challenging but achievable d、prioritized
3、___________ are competencies that each employee needs to display to do the job to a minimally adequate standard. a、threshold competencies b、differentiating competencies c、distinguishing competencies d、none of the above
4、competencies are measurable clusters of ____ that are critical in determining how results will be achieved. a、knowledge b、personalities c、skills d、abilities
5、differentiating competencies are those which allow us to distinguish between poor and average performers.
chapter 9 gathering performance information 绩效信息收集-黄彬云
quiz for chapter 9 第9章测验
1、the meeting during which the employee’s performance is discussed, including both the perspective of the supervisor and the employee, is called ____________. a、development plan b、classical performance review c、self-appraisal d、system inauguration
2、_________rating errors result because of the complexities involved in observing performance, storing that information in memory, and then recalling that information while rating an employee. a、unintentional b、intentional c、bad d、good
3、the __________ meeting is a time to discuss how the system works and where the responsibility of the employee and the supervisor are outlined. a、self-appraisal b、objective setting c、system inauguration d、development plan
4、which of the following can motivate the raters to deflate ratings? a、to shock employees b、to build documentation of poor performance c、to send a message to employees to leave the division d、to teach rebellious employees a lesson
5、all six appraisal meetings should be held as separate meetings.
chapter 10 ensuring the smooth-going of a performance management system 确保绩效管理体系的顺利推行-黄彬云
quiz for chapter 10 第10章测验
1、which of the following questions should a communication plan answer? a、what is performance management? b、how does performance management fit in our strategy? c、what are my responsibilities? d、all of the above
2、selective _________________ is a tendency to expose our minds only to ideas with which we already agree. a、exposure b、perception c、retention d、none of the above
3、selective retention refers to: a、the tendency to remember only those pieces of information that were presented first. b、the tendency to remember only those pieces of information that were presented last. c、the tendency to remember only those pieces of information which support one’s current beliefs. d、the tendency to remember only those pieces of information that are presented by a person the listener likes.
4、in companies with decentralized approach to authority delegation, performance management will carry the following characteristics: a、the same performance management processes are used across geographies and business units b、salary and rewards budgets are set at the corporate level c、local market conditions are considered when designing the performance management system d、managers can recommend the performance ratings and rewards
5、the inclusion of an appeals process increases perceptions of the performance management system’s fairness.
chapter 11 performance management and employee development 绩效管理和员工开发-黄彬云
quiz for chapter 11 第11章测验
1、which of the following are acceptable development activities? a、cross training b、job rotation c、mentoring d、all of these
2、when is a 360-degree feedback system most useful? a、when it is used for administrative purposes only b、when it is based on an online system c、when it is used for developmental purposes only d、when every person that the employee has encountered in the evaluation period provides feedback
3、what is the objective of a development plan? a、to show an employee that he is not very good. b、to provide an opportunity to the employee that they will not be able to successfully complete. c、to encourage an employee to perform better than expected. d、to encourage continuous learning, performance improvement, and personal growth.
4、which of the following are characteristics of a good 360-degree feedback system? a、used for administrative purposes only b、observation of employee behaviors c、anonymity d、feedback interpretation and follow-up
5、if there are no promotion opportunities available in an organization, then it should not write development plans for its employees.
1、___________ is the coaching behavior that involves rewarding an employee’s positive performance. a、giving feedback b、motivating employees c、documenting performance d、developing employees
2、coaches who favor the _______________ style of coaching want employees to be happy to do what feels right for them. a、persuading b、directing c、analyzing d、amiable
3、please choose the statement below that correctly lists the steps in the coaching process. a、setting developmental goals, identifying developmental resources and strategies,implementing strategies, observing and documenting developmental behaviors, and giving feedback b、identifying developmental resources and strategies, setting developmental goals, implementing strategies, giving feedback, and observing and documenting developmental behaviors c、observing and documenting developmental behaviors, setting developmental goals, giving feedback, identifying developmental resources and strategies, and implementing strategies d、none of the above
4、we document behaviors and outcomes in workplaces in order to: a、minimize cognitive load b、plan for the future and provide legal protection c、create trust d、evaluate performance
5、the amiable coaching style involves telling the employee exactly what to do.
期末考试
企业绩效管理（英）期末考试
1、pay that focuses on position and duties performed rather than on a specific individual’s contribution is called: a、base pay b、pay raises c、salary d、relational returns
2、a purpose of a performance management system is: a、to get rid of poorly performing employees b、to increase profits c、to give the hr department something to do d、to provide documentation
3、performance renewal and recontracting is similar to the ______phase of the performance management process. a、performance planning b、prerequisites c、performance evaluation d、performance assessment
4、“ksa” in the text refers to what? a、knowledge set assignment b、knowledge, skills, and abilities c、knowledge, serious problems, ability to conform d、knowledge of situation and action
5、which of the following is to practice procedural fairness: a、minimize rating errors and biases b、check the employee’s performance rating in the previous year c、allow employees to challenge the performance appraisal d、ensure the fairness of pay and rewards received
6、the inclusiveness of a good performance management system means to: a、allow each employee to be the raters b、grant each employee an equal opportunity to join in c、distinguish good from bad performers d、lead each employee to behave ethically
7、when executing a new strategy, a company needs to________in order to gain workforce commitment. a、build in a process for employees to have a voice b、establish a merit pay system c、create a training program d、make development plans
8、which of the following is an aim served by a strategic performance measurement system? a、develop performance indicators b、pursue nonfinancial goals c、establish competitive strategy d、clarify and translate vision and strategy
9、balanced scorecards consist of four inter-related perspectives. which perspective or layer will be the main driver or enabler for outcomes within the financial perspective? a、customer b、internal process c、learning & growth d、make development plans
10、usually a balanced scorecard is made up of five parts: a、mission, values, vision, strategy, goals b、strategic objectives, performance measures, targets, initiatives, and budget c、financial perspective, customer perspective, internal process perspective, learning and growth perspective, staff satisfaction perspective d、none of the above
11、key result indicators tell you: a、what you have done b、how you have done in a perspective or critical success factor c、what to do d、what to do to increase performance dramatically
12、_______ is defined as those behaviors that contribute to the organization’s effectiveness by providing a good environment in which task performance can occur. a、results b、contextual performance c、declarative knowledge d、procedural knowledge
13、the _________ approach to measuring performance emphasizes cognitive abilities and personality. a、trait b、results c、behavior d、objective
14、to understand the extent to which a competency is present we measure _________. a、performance standards b、objectives c、indicators d、none of the above
15、in this type of comparative system, employees are apportioned according to an approximately normal distribution. a、simple rank order b、forced distribution c、paired comparisons d、alternative rank order
16、the basic component that requires forms to contain job title, division, pay grade or salary, and evaluation period is referred to as: a、competencies and indicators b、accountabilities, objectives, and standards c、basic employee information d、major achievements and contributions
17、the feature that recommends that a form specify expectations about past and future performance is referred to as: a、clarity b、comprehensiveness c、descriptiveness d、time orientation
18、_________ is the strategy used to gain support for a performance management system that recommends creating a positive attitude toward the new performance management system before any negative attitudes and rumors are created. a、provide facts and conclusions b、provide facts and consequences in writing c、use credible communicators d、strike first
19、the goal of rater error training includes: a、making raters aware of the standards used to rate subordinates b、making raters aware of the possible errors that might be made in rating c、making raters aware of the possibility that subordinates will disagree with rates given d、making raters aware of the possibility of lawsuits
20、direct supervisor’s responsibilities regarding employee development include the following except: a、explaining the probability the employee has of being successful b、developing hard-to-reach goals and objectives c、providing resources and guidance on developmental activities d、reviewing the employee’s progress toward goals
21、because 360-degree feedback systems gather feedback from multiple sources, there is a decreased chance of ______________ in the identification of employees’ weaknesses. a、making raters aware of the standards used to rate subordinates b、making raters aware of the possible errors that might be made in rating c、making raters aware of the possibility that subordinates will disagree with rates given d、making raters aware of the possibility of lawsuits
22、the goal of negative feedback a、to help employees improve their performance in the future. b、not to punish or embarrass employees c、to focus on behaviors that can be change d、all of the above
23、which of the following are considered among the main coaching styles? a、easy b、drill c、analyzer d、friendly
24、key performance indicators should report to ______24 hours or seven days, or weekly. a、the board b、cfo c、direct supervisors d、ceo
25、over-emphasis on the results or output tend to make managers unable to: a、obtain timely information on individual activities. b、notice some important procedural and interpersonal factors. c、to provide guidance to their employees. d、all of the above
26、different enterprises may adopt different performance management systems due to: a、manufacturing or services processes b、phases of development c、strategies d、cultures
27、what are the subjective factors leading to poor performance appraisal? a、unclear assessment purposes b、lack of criteria c、resistance to performance appraisal d、deviation caused by the evaluators
28、which of the following describe(s) interpersonal fairness of a performance management system: a、provide feedback in an atmosphere of respect and courtesy b、allow employees to challenge the evaluation. c、minimize rating errors and biases. d、give timely and complete feedback.
29、which of the following probably lead to poor strategy execution? a、a breakdown in the processes to link strategy to action at every level in the organization b、strategic planning lacks agility c、lack of commitment across function and business units d、too much top-driven
30、the balanced scorecard is intended to balance: a、financial and nonfinancial measures b、internal and external measures c、employee and manager measures d、leading and lagging measures
31、which of the following are characteristics of key performance indicators? a、non-financial b、ceo focus c、limited dark side d、reporting to the board
32、which of the following describe the advantages of absolute measurement systems? a、it is easier to determine rewards b、based on pre-defined behaviors c、can be used in both large and small organizations d、it is simple
33、which of the following describe the halo error? a、the rater fails to distinguish among different performance dimensions b、the rater regards one dimension as the overall picture of performance c、the rater places more weight on negative information than on positive and neutral information d、the rater’s judgement is influenced by the ratee’s performance in the previous review period
34、which of the following objectives are objectives of development plans? a、sustain current performance b、improve performance c、prepare employees for advancement d、enrich employees' work experience
35、which of the following describe the purposes of giving feedback? a、helps employees build confidence b、develops employees’ competence c、promotes an open atmosphere d、enhances employee involvement
36、the strategic purpose of pm systems involves constructing the strategic vision for the organization.
37、after the performance renewal and recontracting phase, the performance management process is complete.
38、the focus of operational performance management is the achievement of departmental or group objectives.
39、distributed leaders-driven alignment refers to alignment of objectives from organizational level to employees.
40、when finding the operational critical success factors, we should focus on a precise operational activity.
41、the three determinants of performance have an additive relationship.
42、ratings gathered from different sources in the organization will mostly be similar given that they are all rating the same employee.
43、the primary function of the pilot test is to find out who do not accept the performance management system
44、objectives and key results are not applicable to cross-functional teams
45、when documenting employee performance toward developmental goals, only document the positive progress that the employee is displaying.