Question 1

What are the three broad categories of adoption factors for e-performance and e-compensation systems?

Accepted Answer

o Bondarouk, Parry and Furtmueller (2017) suggest that adoption factors for any particular application of e-HRM, including e-performance management and e-compensation systems, include three broad categories: people factors, technology factors, and organizational factors.

Question 2

The __________ is a rating bias which include the temporal order in which evaluations are being conducted.

Accepted Answer

A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect 
A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect D

Question 3

____________ include top management support, user acceptance, effective communication between involved stakeholders and units, having the relevant expertise and skills in HR, and cultural factors.

Accepted Answer

A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors 
A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors B

Question 4

An organization's compensation and reward system has achieved an acceptable degree of ________ when employee and job compensation levels are made comparable and consistent with those in other organizations.

Accepted Answer

A)  distributive equity 
B)  procedural justice 
C)  internal equity 
D)  external equity 
A)  distributive equity 
B)  procedural justice 
C)  internal equity 
D)  external equity

Question 5

The __________ is a rating bias which include the degree to which raters are either too harsh or too lenient in their assessments.

Accepted Answer

A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect 
A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect

Question 6

List and describe the four fundamental attributes of any performance measure.

Accepted Answer

o The question of which type of performa

Question 7

The __________ is a rating bias which include the tendency of raters to rely on a single performance characteristic when assessing job performance

Accepted Answer

A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect 
A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect

Question 8

An organization's compensation and reward system has achieved an acceptable degree of ________ when comparing job compensation levels across the organization.

Accepted Answer

A)  distributive equity 
B)  procedural justice 
C)  internal equity 
D)  external equity 
A)  distributive equity 
B)  procedural justice 
C)  internal equity 
D)  external equity

Question 9

_________ are strong contributors to system adoption.

Accepted Answer

A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors 
A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors

Question 10

The __________ is a rating bias which include the inability of raters to distinguish higher or lower levels of job performance.

Accepted Answer

A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect 
A)  central tendency effect 
B)  halo / horns effect 
C)  leniency / severity effect 
D)  contrast effect

Question 11

________ refers to the degree of concurrence when two or more raters agree on job performance.

Accepted Answer

A)  Validity 
B)  Reliability 
C)  User acceptance 
D)  Bias-free Assessment 
A)  Validity 
B)  Reliability 
C)  User acceptance 
D)  Bias-free Assessment

Question 12

How can an organization ensure employee and managerial acceptance of employee self-service systems?

Accepted Answer

o Employee and managerial acceptance of

Question 13

_________ consist of a wide array of factors that impact the successful uptake of e-HRM.

Accepted Answer

A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors 
A)  Organizational Factors 
B)  People Factors 
C)  Technology Factors 
D)  Psychological Factors

What are the three broad categories of adoption factors for e-performance and e-compensation systems?

The __________ is a rating bias which include the temporal order in which evaluations are being conducted.

____________ include top management support, user acceptance, effective communication between involved stakeholders and units, having the relevant expertise and skills in HR, and cultural factors.

An organization's compensation and reward system has achieved an acceptable degree of ________ when employee and job compensation levels are made comparable and consistent with those in other organizations.

The __________ is a rating bias which include the degree to which raters are either too harsh or too lenient in their assessments.

List and describe the four fundamental attributes of any performance measure.

The __________ is a rating bias which include the tendency of raters to rely on a single performance characteristic when assessing job performance

An organization's compensation and reward system has achieved an acceptable degree of ________ when comparing job compensation levels across the organization.

_________ are strong contributors to system adoption.

The __________ is a rating bias which include the inability of raters to distinguish higher or lower levels of job performance.

________ refers to the degree of concurrence when two or more raters agree on job performance.

How can an organization ensure employee and managerial acceptance of employee self-service systems?

_________ consist of a wide array of factors that impact the successful uptake of e-HRM.

Electronicdigital HRM: A Primer

Strategic Management Approach to Technology-Enabled HRM

Soft Systems Thinking Approach to E-HRM Project Management

Agile Approach to E-HRM Project Management

Big Data E-HRM

HR Metrics Analystics

Cloud Computing E-HRM

Social Media E-HRM

Gamification E-HRM

E-Talent Management

E-Recruitment Selection

E-Learning Development

Strategic Evaluation of E-HRM

Information Security Privacy in E-HRM

Future Directions of Electronicdigital HRM

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Exam 12: E-Performance Reward Management

What are the three broad categories of adoption factors for e-performance and e-compensation systems?

The __________ is a rating bias which include the temporal order in which evaluations are being conducted.

____________ include top management support, user acceptance, effective communication between involved stakeholders and units, having the relevant expertise and skills in HR, and cultural factors.

An organization's compensation and reward system has achieved an acceptable degree of ________ when employee and job compensation levels are made comparable and consistent with those in other organizations.

The __________ is a rating bias which include the degree to which raters are either too harsh or too lenient in their assessments.

List and describe the four fundamental attributes of any performance measure.

The __________ is a rating bias which include the tendency of raters to rely on a single performance characteristic when assessing job performance

An organization's compensation and reward system has achieved an acceptable degree of ________ when comparing job compensation levels across the organization.

_________ are strong contributors to system adoption.

The __________ is a rating bias which include the inability of raters to distinguish higher or lower levels of job performance.

________ refers to the degree of concurrence when two or more raters agree on job performance.

How can an organization ensure employee and managerial acceptance of employee self-service systems?

_________ consist of a wide array of factors that impact the successful uptake of e-HRM.

Electronicdigital HRM: A Primer

Strategic Management Approach to Technology-Enabled HRM

Soft Systems Thinking Approach to E-HRM Project Management

Agile Approach to E-HRM Project Management

Big Data E-HRM

HR Metrics Analystics

Cloud Computing E-HRM

Social Media E-HRM

Gamification E-HRM

E-Talent Management

E-Recruitment Selection

E-Learning Development

Strategic Evaluation of E-HRM

Information Security Privacy in E-HRM

Future Directions of Electronicdigital HRM

Filters