HRM 150 EXAM QUESTIONS AND
ANSWERS GRADED A+ 2025/2026
Performance Appraisal - ANS Evaluating an employee's current and/or past performance
relevant to his or her performance standards.
Performance Appraisal Process - ANS Set work standards, Assess the employee's
performance on those standards, Provide feedback to help or eliminate performance defects
Why Appraisal Performances - ANS Pay, promotions and retention, Plan to reinforce correct
performance and help correct incorrect performance, Facilitate career planning, Identify
training and development needs, Helps with performance management
Performance Management - ANS Continuous process to identifying, measuring and
developing the performance or individuals and teams and aligning their performance with the
organization's goals
Defining Employee's Goals and Performance Standards - ANS "SMART" Specific, Measurable,
Attainable, Relevant and Timely goals.
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, How to Set Effective Goals - ANS Assign specific goals, Assign measurable goals, assign
challenging but doable goals, and encourage participation, Base goals on required competencies
and job descriptions.
Measurable Goals - ANS Increase outreach efforts, Sell more items, Give better customer
service
Who Should be Appraising - ANS Who should do the appraising? The immediate supervisor is
usually in the best position to observe and evaluate the subordinate's performance. He or she
also is typically responsible for that person's performance.
Peer Appraisal - ANS Peer appraisals are becoming more popular with firms using self-
managing teams. An employee due for an annual appraisal chooses an appraisal chairperson.
The latter then selects one supervisor and three peers to evaluate the employee's work.
Rating Committees - ANS Rating committees consist of multiple raters, typically the
employee's immediate supervisor and three or four other supervisors. This can help cancel out
problems such as bias, multiple raters often see different facets of an employees performance.
Self-Ratings - ANS Self-ratings tend to be higher than supervisor or peer ratings although
input from the subordinate is always to be encouraged.
Appraisal by Subordinates - ANS Appraisal by subordinates is also known as upward
feedback. In this instance, subordinates anonymously rate their supervisor's performance.
Anonymity affects feedback.
360-Degree Feedback - ANS 360-degree feedback has become more widely used. Ratings are
collected from the employee's supervisors, subordinates, peers, and occasionally, internal or
external customers. The best advice is that firms should carefully assess costs, train those giving
feedback thoroughly, and not rely solely on 360-degree feedback.
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
ANSWERS GRADED A+ 2025/2026
Performance Appraisal - ANS Evaluating an employee's current and/or past performance
relevant to his or her performance standards.
Performance Appraisal Process - ANS Set work standards, Assess the employee's
performance on those standards, Provide feedback to help or eliminate performance defects
Why Appraisal Performances - ANS Pay, promotions and retention, Plan to reinforce correct
performance and help correct incorrect performance, Facilitate career planning, Identify
training and development needs, Helps with performance management
Performance Management - ANS Continuous process to identifying, measuring and
developing the performance or individuals and teams and aligning their performance with the
organization's goals
Defining Employee's Goals and Performance Standards - ANS "SMART" Specific, Measurable,
Attainable, Relevant and Timely goals.
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, How to Set Effective Goals - ANS Assign specific goals, Assign measurable goals, assign
challenging but doable goals, and encourage participation, Base goals on required competencies
and job descriptions.
Measurable Goals - ANS Increase outreach efforts, Sell more items, Give better customer
service
Who Should be Appraising - ANS Who should do the appraising? The immediate supervisor is
usually in the best position to observe and evaluate the subordinate's performance. He or she
also is typically responsible for that person's performance.
Peer Appraisal - ANS Peer appraisals are becoming more popular with firms using self-
managing teams. An employee due for an annual appraisal chooses an appraisal chairperson.
The latter then selects one supervisor and three peers to evaluate the employee's work.
Rating Committees - ANS Rating committees consist of multiple raters, typically the
employee's immediate supervisor and three or four other supervisors. This can help cancel out
problems such as bias, multiple raters often see different facets of an employees performance.
Self-Ratings - ANS Self-ratings tend to be higher than supervisor or peer ratings although
input from the subordinate is always to be encouraged.
Appraisal by Subordinates - ANS Appraisal by subordinates is also known as upward
feedback. In this instance, subordinates anonymously rate their supervisor's performance.
Anonymity affects feedback.
360-Degree Feedback - ANS 360-degree feedback has become more widely used. Ratings are
collected from the employee's supervisors, subordinates, peers, and occasionally, internal or
external customers. The best advice is that firms should carefully assess costs, train those giving
feedback thoroughly, and not rely solely on 360-degree feedback.
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
