HRM 3706 PERFORMANCE MANAGEMENT EXAM REVISION PACK

SECTION A MULTIPLE CHOICE QUESTIONS 1. Performance Management is: a. The activity where a line manager sets objectives for his/her staf b. To develop punitive steps to address poor performance c. To ensure all stakeholder requirements will be met d. To comply with the requirements of HR 2. Planning of Performance requires: a. Translating the job description into objectives and measures b. Assessing your culture c. Setting aligned KPA’s and objectives d. Defining a development plan for employees 3. Maintaining performance includes: a. Checking up staf to ensure they perform optimally b. Provide coaching and training where gaps exist c. Formal feedback d. Disciplining poor performance 4. Key Value Drivers are: a. The assets of the company b. The requirements and expectations of all key stakeholders c. Formally reported in the annual report HRM 3706 PERFORMANCE MANAGEMENT EXAM REVISION PACK d. The basis of strategy and operational focus areas 5. A training and development plan: a. Is drafted as part of the planning process b. Is based on the available budget as determined by the management team c. Should address the gaps in performance d. Must include the latest trends in the market 6. The training strategy should: a. Be aligned with the retention strategy of the business b. Only focus on problem employees c. Assist the company to get money back through levies and grants d. Be done to be compliant 7. Benefits of a good PM system can include: a. An efective HR Department b. Reduced labor costs c. Improved communication d. Focused development 8. Key factors that can contribute to successful implementation are: a. Do what the competition is doing b. Relevance – to strategy and goals of the business c. To have a paper-less system d. To be able to diferentiate between poor and good performers 9. Coaching is: a. Not part of Performance management – it is a separate process b. It is more or less the same as on-the-job-training and mentoring c. A process of dialogue, feedback and development d. To assist with personal problems 10. Mentoring can be seen as: a. A trusting relationship and focus on the holistic development and growth of a person b. Questions about life, work and beliefs c. A very formal relationship d. Job observation 11. The following is important when giving feedback: a. It should be forceful and personal to make an impact b. It can be given to assist changing a person’s personal preferences c. It should be immediate d. It should allow for a response from the recipient 12. Barriers to feedback can include: a. It is vague and non-specific b. Trust that is lacking c. Avoidance of conflict d. Language barriers 13. Feedback will be effective when: a. It makes a person aware of his personality style and its impact on others b. It is comparative (i.e. comparing people with each other) c. It is very specific and includes examples and consequences d. It is neutral 14. An audit is normally done to: a. Determine the efectiveness and efficiency of the Performance Management System b. Evaluate HR efectiveness and HR Processes c. Get a sense of the climate and values of the business d. Determine consistency of application across the organization 15. Auditing methods can include: a. On-line questionnaires b. A market analysis c. Focus groups and interviews d. Job observations 16. Performance-based rewards should: a. Be based on what the company has budgeted for b. Should be highly confidential c. Be based on stretch targets d. Be known to staf 17. Incentives have the following benefits: a. It allows you to attract talent b. It is a low-cost option to pay people c. It is budgeted for d. It improves competitiveness 18. A Balanced Scorecard helps the organization to: a. Be ready and prepared to implement an ERP