Question 1

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Accepted Answer

A) True 
 B)False  True

Question 2

The following are all disadvantages of appraisal tools except that

Accepted Answer

A) a graphic rating scale is simple to use. 
B) MBO is time-consuming. 
C) the critical incident method is difficult to use to rate employees relative to one another. 
D) BARS is difficult to develop. 
E) the alternation ranking method can cause disagreements among employees. 
A) a graphic rating scale is simple to use. 
B) MBO is time-consuming. 
C) the critical incident method is difficult to use to rate employees relative to one another. 
D) BARS is difficult to develop. 
E) the alternation ranking method can cause disagreements among employees. A

Question 3

When an appraisal scale is too open to interpretation, it is characterized as having

Accepted Answer

A) non-quantitative standards. 
B) translation openness. 
C) unclear performance standards. 
D) lack of appraisal specificity. 
E) critical incidents. 
A) non-quantitative standards. 
B) translation openness. 
C) unclear performance standards. 
D) lack of appraisal specificity. 
E) critical incidents. C

Question 4

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

Accepted Answer

A) True 
 B)False

Question 5

Guidelines for developing a legally defensible performance appraisal process include all of the following except

Accepted Answer

A) using clearly defined individual dimensions of job performance. 
B) documenting evaluations. 
C) providing definitive performance standards to rater and ratees. 
D) incorporatng job characteristics into a rating instrument. 
E) conducting job specialization for each employee. 
A) using clearly defined individual dimensions of job performance. 
B) documenting evaluations. 
C) providing definitive performance standards to rater and ratees. 
D) incorporatng job characteristics into a rating instrument. 
E) conducting job specialization for each employee.

Question 6

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

Accepted Answer

A) graphic rating scale method. 
B) paired narrative-quantitative method. 
C) critical incident method. 
D) behaviourally anchored rating scale method. 
E) anchored narrative-quantitative method. 
A) graphic rating scale method. 
B) paired narrative-quantitative method. 
C) critical incident method. 
D) behaviourally anchored rating scale method. 
E) anchored narrative-quantitative method.

Question 7

Rater training is the most important thing to do to improve performance appraisal accuracy.

Accepted Answer

A) True 
 B)False

Question 8

When it comes to performance appraisals, most firms combine

Accepted Answer

A) computerized techniques and BARS. 
B) manual techniques and MBO. 
C) computerized and narrative techniques. 
D) several appraisal techniques. 
E) manual and subjective techniques. 
A) computerized techniques and BARS. 
B) manual techniques and MBO. 
C) computerized and narrative techniques. 
D) several appraisal techniques. 
E) manual and subjective techniques.

Question 9

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex)can affect the ratings they receive from supervisors.

Accepted Answer

A) True 
 B)False

Question 10

To clarify performance expectations, ________ should be developed.

Accepted Answer

A) strategic objectives 
B) a list of traits 
C) an HR strategy 
D) a business plan 
E) measurable standards 
A) strategic objectives 
B) a list of traits 
C) an HR strategy 
D) a business plan 
E) measurable standards

Question 11

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

Accepted Answer

A) time-consuming procedures. 
B) unmeasurable objectives. 
C) tug of war concerning objectives between supervisor and employee. 
D) unclear objectives. 
E) measurable objectives. 
A) time-consuming procedures. 
B) unmeasurable objectives. 
C) tug of war concerning objectives between supervisor and employee. 
D) unclear objectives. 
E) measurable objectives.

Question 12

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

Accepted Answer

A) halo effect. 
B) bias. 
C) appraisal bias. 
D) central tendency. 
E) leniency/strictness. 
A) halo effect. 
B) bias. 
C) appraisal bias. 
D) central tendency. 
E) leniency/strictness.

Question 13

A scale that lists a number of traits and a range of performance for each is called a(n)

Accepted Answer

A) alternation ranking method. 
B) behaviourally anchored rating scale. 
C) graphic rating scale. 
D) forced distribution method. 
E) paired comparison scale. 
A) alternation ranking method. 
B) behaviourally anchored rating scale. 
C) graphic rating scale. 
D) forced distribution method. 
E) paired comparison scale.

Question 14

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

Accepted Answer

A) True 
 B)False

Question 15

It would be a disadvantage for firms to combine several appraisal tools.

Accepted Answer

A) True 
 B)False

Question 16

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

Accepted Answer

A) reliable; valid 
B) reliable; reliable 
C) valid; measurable 
D) measurable; valid 
E) valid; reliable 
A) reliable; valid 
B) reliable; reliable 
C) valid; measurable 
D) measurable; valid 
E) valid; reliable

Question 17

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is not an advantage of the behaviourally anchored rating scale method?

Accepted Answer

A) It is relatively consistent and reliable. 
B) The critical incidents allow for clearer standards. 
C) It is generally a more accurate measure of performance. 
D) It is the simplest form of performance appraisal, so little supervisor time is involved in using this performance appraisal tool. 
E) It provides specific behavioural examples for each trait. 
A) It is relatively consistent and reliable. 
B) The critical incidents allow for clearer standards. 
C) It is generally a more accurate measure of performance. 
D) It is the simplest form of performance appraisal, so little supervisor time is involved in using this performance appraisal tool. 
E) It provides specific behavioural examples for each trait.

Question 19

All of the following are examples of critical incidents for an assistant plant manager except

Accepted Answer

A) instituting a new preventative maintenance system for the plant. 
B) developing a corporate strategy to implement company-wide. 
C) allowing inventory storage costs to rise 15% in the prior month. 
D) instituting a new production system which decreased late orders by 10%. 
E) preventing a machine breakdown by discovering a faulty part. 
A) instituting a new preventative maintenance system for the plant. 
B) developing a corporate strategy to implement company-wide. 
C) allowing inventory storage costs to rise 15% in the prior month. 
D) instituting a new production system which decreased late orders by 10%. 
E) preventing a machine breakdown by discovering a faulty part.

Question 20

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

Accepted Answer

Two points each for accurate identificat

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

The following are all disadvantages of appraisal tools except that

When an appraisal scale is too open to interpretation, it is characterized as having

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

Guidelines for developing a legally defensible performance appraisal process include all of the following except

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

Rater training is the most important thing to do to improve performance appraisal accuracy.

When it comes to performance appraisals, most firms combine

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex)can affect the ratings they receive from supervisors.

To clarify performance expectations, ________ should be developed.

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

A scale that lists a number of traits and a range of performance for each is called a(n)

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

It would be a disadvantage for firms to combine several appraisal tools.

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Which of the following is not an advantage of the behaviourally anchored rating scale method?

All of the following are examples of critical incidents for an assistant plant manager except

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 10: Performance Management

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

The following are all disadvantages of appraisal tools except that

When an appraisal scale is too open to interpretation, it is characterized as having

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

Guidelines for developing a legally defensible performance appraisal process include all of the following except

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

Rater training is the most important thing to do to improve performance appraisal accuracy.

When it comes to performance appraisals, most firms combine

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex)can affect the ratings they receive from supervisors.

To clarify performance expectations, ________ should be developed.

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

A scale that lists a number of traits and a range of performance for each is called a(n)

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

It would be a disadvantage for firms to combine several appraisal tools.

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Which of the following is not an advantage of the behaviourally anchored rating scale method?

All of the following are examples of critical incidents for an assistant plant manager except

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.