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SHRM-CP PEOPLE Questions - Part 11
1. A sales organization's leadership team has just announced a very aggressive five-year sales plan. Which performance management method should HR suggest to support the plan's achievement?
A) Critical incidents method to measure sales for each manager
B) Behaviorally anchored rating scale method to define the sales behavior of management
C) Comparative method to rate managers against each other
D) Management by objectives method to measure goals and objectives
2. Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS?
A) Category rating
B) Comparative
C) Narrative
D) Management by objectives
3. A new employee is experiencing performance problems. What should HR do as a first step in determining the root cause of the employee's performance challenges?
A) Recommend that the employee be placed on probation.
B) Guide the supervisor to discuss the performance issues with the employee.
C) Support the supervisor's request to terminate the employee.
D) Place a written warning in the employee's personnel file.
4. Which best describes the impact when an organization's values are effectively paired with goal setting?
A) Provides a way to measureΒ how much work was produced based on the goals set by the employee
B) Shows employees how their individual efforts contribute to the success of the organization's strategy
C) Strengthens the organization's ability to reward accomplishments through a pay-for-performance system
D) Provides ability to compare employees' performance against others by the goals they set
5. Evaluating the Employee Engagement and Retention Strategy An organization seeks to evaluate the overall business impact of its employee retention strategies. What engagement metric would provide this insight?
A) Revenue per employee
B) Yield ratio
C) Monthly voluntary turnover rate
D) Employee absence rate
A) Critical incidents method to measure sales for each manager
B) Behaviorally anchored rating scale method to define the sales behavior of management
C) Comparative method to rate managers against each other
D) Management by objectives method to measure goals and objectives
2. Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS?
A) Category rating
B) Comparative
C) Narrative
D) Management by objectives
3. A new employee is experiencing performance problems. What should HR do as a first step in determining the root cause of the employee's performance challenges?
A) Recommend that the employee be placed on probation.
B) Guide the supervisor to discuss the performance issues with the employee.
C) Support the supervisor's request to terminate the employee.
D) Place a written warning in the employee's personnel file.
4. Which best describes the impact when an organization's values are effectively paired with goal setting?
A) Provides a way to measureΒ how much work was produced based on the goals set by the employee
B) Shows employees how their individual efforts contribute to the success of the organization's strategy
C) Strengthens the organization's ability to reward accomplishments through a pay-for-performance system
D) Provides ability to compare employees' performance against others by the goals they set
5. Evaluating the Employee Engagement and Retention Strategy An organization seeks to evaluate the overall business impact of its employee retention strategies. What engagement metric would provide this insight?
A) Revenue per employee
B) Yield ratio
C) Monthly voluntary turnover rate
D) Employee absence rate
1. Right Answer: D
Explanation: Management by objectives allows employees to set objectives for themselves and define what they intend to achieve within a specific time period. The objectives employees set are based on overall goals and objectives for the organization.
2. Right Answer: A
Explanation: Category rating methods, the least complex means of appraising performance, require managers to simply mark an employee's level of performance on a designated scale or checklist. The BARS method was designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.
3. Right Answer: B
Explanation: The first thing the supervisor should do is have an honest discussion with the employee. Performance discussions should be held when needed, not just as part of a yearly performance appraisal. The employee must understand what is expected and why present performance is not adequate.
4. Right Answer: B
Explanation: Performance goals should reflect the values that the organization has defined and communicated to employees. Individual performance goals provide an opportunity to show employees how their individual efforts contribute to the success of the organization's strategy
5. Right Answer: A
Explanation: Revenue per employee evaluates the costs of a lost employee due to voluntary or involuntary turnover. Employee absence rate and monthly voluntary turnover rate measure employee absences and voluntary turnover respectively, but not the resulting business effect. Yield ratio focuses on employee engagement initiatives.
Explanation: Management by objectives allows employees to set objectives for themselves and define what they intend to achieve within a specific time period. The objectives employees set are based on overall goals and objectives for the organization.
2. Right Answer: A
Explanation: Category rating methods, the least complex means of appraising performance, require managers to simply mark an employee's level of performance on a designated scale or checklist. The BARS method was designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.
3. Right Answer: B
Explanation: The first thing the supervisor should do is have an honest discussion with the employee. Performance discussions should be held when needed, not just as part of a yearly performance appraisal. The employee must understand what is expected and why present performance is not adequate.
4. Right Answer: B
Explanation: Performance goals should reflect the values that the organization has defined and communicated to employees. Individual performance goals provide an opportunity to show employees how their individual efforts contribute to the success of the organization's strategy
5. Right Answer: A
Explanation: Revenue per employee evaluates the costs of a lost employee due to voluntary or involuntary turnover. Employee absence rate and monthly voluntary turnover rate measure employee absences and voluntary turnover respectively, but not the resulting business effect. Yield ratio focuses on employee engagement initiatives.
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