2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
Assessment 4
Started on Friday, 26 April 2024,
State Finished
Completed on Friday, 26 April 2024,
Time taken
Marks 15/15
Grade 100 out of 100
Question 1
________________ is the process of evaluating how well employees perform
their jobs when compared to a set of standards, and then communicating that
information to employees.
Select one:
Total quality management (TQM)
Job analysis
Performance appraisal
Performance management
Feedback
The correct answer is “Performance appraisal”.
Refer to the introductory section to chapter 9 (p 311) in the prescribed book.
The correct answer is performance appraisal. Performance appraisal is the
process of reviewing the past performance of employees and agreeing on future
objectives and developmental activities. Total quality management (TQM), as you
have learned in chapter 5, is an organisation-wide approach that focuses on the
1
,2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
quality of all the processes that lead to the final product or service. Performance
management is a continuous process of identifying, measuring and developing
performance in organisations by linking each individual’s performance and objectives
to the organisation’s overall mission and objectives. Job analysis is a systematic
way of gathering and analysing information about the content, context and the
human requirements of a job.
Question 2
Sarah is a line manager at a software development company. She is
responsible for evaluating her team members’ performance and providing
feedback. As part of the review process, she evaluates an employee’s personal
characteristics and traits. Which performance criteria is she focused on?
Select one:
results or outcome-based criteria
behaviour-based criteria
personality-based criteria
trait-based criteria
Feedback
The correct answer is “trait-based criteria”.
Refer to section 9.2 in chapter 9 of the prescribed book.
Trait-based criteria in performance management focus on the personal
characteristics of an employee, such as loyalty, dependability, creativity, and
communication skills. These criteria emphasise who a person is rather than what
they do or accomplish on the job. They help assess an employee's inherent qualities
2
,2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
and how they contribute to their overall performance and interaction within the
workplace.
Question 3
Read the following scenario and then answer the question that follows.
Godfrey works as a senior software developer in a technology company. The
company has a performance appraisal system in place to evaluate employees’
performance and make staffing decisions. During Godfrey’s performance appraisal,
his manager reviews his work over the past six months, including his project
contributions, problem-solving abilities and leadership skills. The manager also
considers feedback from colleagues and clients. Based on this assessment,
Godfrey’s manager believes that he is deserving of a promotion.
Why do managers and supervisors use past performance when making
staffing decisions?
Select one:
To identify employees for demotion and lay-offs.
To create a competitive work environment among employees.
To randomly select employees for promotions and transfers.
To determine which employee is most deserving of a promotion or other job
changes.
Feedback
The correct answer is “to determine which employee is most deserving of a
promotion or other job changes”.
3
, 2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
Refer to section 9.3.1 in chapter 9 of the prescribed book.
Staffing decisions, such as promotions, demotions, transfers, and lay-offs, are an
essential aspect of a performance appraisal. Evaluating an employee's past
performance helps managers and supervisors make informed decisions about job
changes and advancements within the organisation. By considering an employee's
track-record, including their achievements, skills, and potential, managers can
identify individuals who are deserving of promotions or other desirable job
opportunities.
Question 4
Read the following scenario and then answer the question that follows.
Emily works in a marketing department of a large organisation. At the end of the
year, the company conducts performance appraisals for all employees. As part of the
appraisal process, each employee is required to evaluate their colleagues through a
peer evaluation. Emily receives an evaluation form where she rates her fellow
employees based on their performance, teamwork and collaboration. These forms
are then compiled into a single profile for each employee to be used in the
performance interview conducted by their manager.
Based on the information above, what is the purpose of a peer evaluation in
the performance appraisal process?
Select one:
To assess the manager’s performance as a leader.
To provide feedback to customers and clients.
To evaluate employees based on their performance, teamwork and collaboration.
4
Assessment 4
Started on Friday, 26 April 2024,
State Finished
Completed on Friday, 26 April 2024,
Time taken
Marks 15/15
Grade 100 out of 100
Question 1
________________ is the process of evaluating how well employees perform
their jobs when compared to a set of standards, and then communicating that
information to employees.
Select one:
Total quality management (TQM)
Job analysis
Performance appraisal
Performance management
Feedback
The correct answer is “Performance appraisal”.
Refer to the introductory section to chapter 9 (p 311) in the prescribed book.
The correct answer is performance appraisal. Performance appraisal is the
process of reviewing the past performance of employees and agreeing on future
objectives and developmental activities. Total quality management (TQM), as you
have learned in chapter 5, is an organisation-wide approach that focuses on the
1
,2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
quality of all the processes that lead to the final product or service. Performance
management is a continuous process of identifying, measuring and developing
performance in organisations by linking each individual’s performance and objectives
to the organisation’s overall mission and objectives. Job analysis is a systematic
way of gathering and analysing information about the content, context and the
human requirements of a job.
Question 2
Sarah is a line manager at a software development company. She is
responsible for evaluating her team members’ performance and providing
feedback. As part of the review process, she evaluates an employee’s personal
characteristics and traits. Which performance criteria is she focused on?
Select one:
results or outcome-based criteria
behaviour-based criteria
personality-based criteria
trait-based criteria
Feedback
The correct answer is “trait-based criteria”.
Refer to section 9.2 in chapter 9 of the prescribed book.
Trait-based criteria in performance management focus on the personal
characteristics of an employee, such as loyalty, dependability, creativity, and
communication skills. These criteria emphasise who a person is rather than what
they do or accomplish on the job. They help assess an employee's inherent qualities
2
,2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
and how they contribute to their overall performance and interaction within the
workplace.
Question 3
Read the following scenario and then answer the question that follows.
Godfrey works as a senior software developer in a technology company. The
company has a performance appraisal system in place to evaluate employees’
performance and make staffing decisions. During Godfrey’s performance appraisal,
his manager reviews his work over the past six months, including his project
contributions, problem-solving abilities and leadership skills. The manager also
considers feedback from colleagues and clients. Based on this assessment,
Godfrey’s manager believes that he is deserving of a promotion.
Why do managers and supervisors use past performance when making
staffing decisions?
Select one:
To identify employees for demotion and lay-offs.
To create a competitive work environment among employees.
To randomly select employees for promotions and transfers.
To determine which employee is most deserving of a promotion or other job
changes.
Feedback
The correct answer is “to determine which employee is most deserving of a
promotion or other job changes”.
3
, 2024 – S1 – HRM2605 – ASSESSMENT 4 – Q&A
Refer to section 9.3.1 in chapter 9 of the prescribed book.
Staffing decisions, such as promotions, demotions, transfers, and lay-offs, are an
essential aspect of a performance appraisal. Evaluating an employee's past
performance helps managers and supervisors make informed decisions about job
changes and advancements within the organisation. By considering an employee's
track-record, including their achievements, skills, and potential, managers can
identify individuals who are deserving of promotions or other desirable job
opportunities.
Question 4
Read the following scenario and then answer the question that follows.
Emily works in a marketing department of a large organisation. At the end of the
year, the company conducts performance appraisals for all employees. As part of the
appraisal process, each employee is required to evaluate their colleagues through a
peer evaluation. Emily receives an evaluation form where she rates her fellow
employees based on their performance, teamwork and collaboration. These forms
are then compiled into a single profile for each employee to be used in the
performance interview conducted by their manager.
Based on the information above, what is the purpose of a peer evaluation in
the performance appraisal process?
Select one:
To assess the manager’s performance as a leader.
To provide feedback to customers and clients.
To evaluate employees based on their performance, teamwork and collaboration.
4
