SHRM Exam UPDATED ACTUAL Questions and CORRECT Answers
1. Vision Statement be one of the most memorable and applicable courses we have during our time
at the University of Notre Dame
2. Mission State- to be a place of engaged energetic ad positive learners who get to know ourselves
ment and our craft more deeply so we can transformationally impact business and
society
3. Smart goals Specific- who is involved, what do we want to accomplish, why are you doing this
Measurable- can I accomplish this
Attainable- how, is the goal reasonable
Relevant- is it worthwhile
Timely- when, have a time limit
4. performance administration purposes such as documenting everything (Cya). Compensation,
management termination, layotts
development purposes: tool to help employees improve their weaknesses and
realize long term goals
5. global perfor- global is overall performance and dimensions are all the tasks done for global
mance measure measure
vs. performance
dimensions Global: single score to reflect overall performance
Dimensions: ditterent areas being evaluated reflecting reasons why the job exists
6. Performance 1. Identifying performance dimension
Management 2. developing performance
Process 3. Evaluating Performance
4. providing feedback
5. developing action plan to improve
7. performance strategy: which performance evaluation method is used
management- company characteristics: which performance evaluation method is used and who
, organizational carries out process
demands culture: ettectiveness of the performance management approaches
employee concerns: employee responsiveness to performance management ap-
proaches
8. performance labor market- accuracy of performance evaluations
management- technology- performance management process
environmental globalization- what is evaluated
influences ethics- employee perception of performance management system
9. causes of poor work environment
performance design of jobs
technology
support of co workers
employees attitude and behavior
10. taking action training and development activities
coaching and mentoring
work design
technology systems
11. reduce measure- use multiple raters
ment errors make rating formats specific
provide appraisal training
provide frame of reference training
12. sources of perfor- supervisors: no time to monitor
mance data co workers: intentionally skew rating
self appraisal: helpful starting point
subordinates: likability important factor, diflcult
customers: good or bad no in between
13. Tom Mendoza
2/6
1. Vision Statement be one of the most memorable and applicable courses we have during our time
at the University of Notre Dame
2. Mission State- to be a place of engaged energetic ad positive learners who get to know ourselves
ment and our craft more deeply so we can transformationally impact business and
society
3. Smart goals Specific- who is involved, what do we want to accomplish, why are you doing this
Measurable- can I accomplish this
Attainable- how, is the goal reasonable
Relevant- is it worthwhile
Timely- when, have a time limit
4. performance administration purposes such as documenting everything (Cya). Compensation,
management termination, layotts
development purposes: tool to help employees improve their weaknesses and
realize long term goals
5. global perfor- global is overall performance and dimensions are all the tasks done for global
mance measure measure
vs. performance
dimensions Global: single score to reflect overall performance
Dimensions: ditterent areas being evaluated reflecting reasons why the job exists
6. Performance 1. Identifying performance dimension
Management 2. developing performance
Process 3. Evaluating Performance
4. providing feedback
5. developing action plan to improve
7. performance strategy: which performance evaluation method is used
management- company characteristics: which performance evaluation method is used and who
, organizational carries out process
demands culture: ettectiveness of the performance management approaches
employee concerns: employee responsiveness to performance management ap-
proaches
8. performance labor market- accuracy of performance evaluations
management- technology- performance management process
environmental globalization- what is evaluated
influences ethics- employee perception of performance management system
9. causes of poor work environment
performance design of jobs
technology
support of co workers
employees attitude and behavior
10. taking action training and development activities
coaching and mentoring
work design
technology systems
11. reduce measure- use multiple raters
ment errors make rating formats specific
provide appraisal training
provide frame of reference training
12. sources of perfor- supervisors: no time to monitor
mance data co workers: intentionally skew rating
self appraisal: helpful starting point
subordinates: likability important factor, diflcult
customers: good or bad no in between
13. Tom Mendoza
2/6
