Question 1

What is the name for the type of scale that uses a series of scales,one for each important dimension of job performance?

Accepted Answer

A) mixed-standard scale 
B) graphic rating scale 
C) behaviour observation scale 
D) behaviourally anchored rating scale 
A) mixed-standard scale 
B) graphic rating scale 
C) behaviour observation scale 
D) behaviourally anchored rating scale

Question 2

Appraisals should not be discussed openly with employees as it decreases employee motivation.

Accepted Answer

A) True 
 B)False

Question 3

One of the disadvantages of the critical incident method is that it tends to lead to recency error.

Accepted Answer

A) True 
 B)False

Question 4

Subordinate review should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 5

What do critics of the self-review method of employee assessment argue?

Accepted Answer

A) that employees disregard areas for improvement and only think about strengths 
B) that managers do not trust the results of self-reviews 
C) that employees are more lenient than managers in their reviews 
D) that research shows that employees overstate their performance in self-reviews,and they are free of most biases that other rating sources may have 
A) that employees disregard areas for improvement and only think about strengths 
B) that managers do not trust the results of self-reviews 
C) that employees are more lenient than managers in their reviews 
D) that research shows that employees overstate their performance in self-reviews,and they are free of most biases that other rating sources may have

Question 6

Which statement is an example of a well-written performance standard?

Accepted Answer

A) Customer service representatives should be energetic and pleasant to customers. 
B) Resident dorm advisers should be easily accessible to students. 
C) Desk clerks are expected to process fifteen customers every half hour. 
D) Police should respond to a call within a short period of time. 
A) Customer service representatives should be energetic and pleasant to customers. 
B) Resident dorm advisers should be easily accessible to students. 
C) Desk clerks are expected to process fifteen customers every half hour. 
D) Police should respond to a call within a short period of time.

Question 7

What would be considered to be counterproductive during an appraisal interview?

Accepted Answer

A) focusing on behaviour change 
B) limiting employee input 
C) minimizing criticism of the employee 
D) focusing on solving problems 
A) focusing on behaviour change 
B) limiting employee input 
C) minimizing criticism of the employee 
D) focusing on solving problems

Question 8

Scenario 6.1
You have recently been hired by the CEO of AB Corp.as the first HR professional.It is a small but rapidly growing organization.The company specializes in manufacturing small,inexpensive souvenirs.Most staff work at machines that produce plastic or metal parts,or are on small teams in assembly and packaging,which is a fast-paced,manual labour environment.Many employees are dissatisfied with their jobs and generally confused about exactly what is expected of them.There are existing employee performance issues,some of which have been ongoing for years.There is a moderate amount of conflict between employees and supervisors.
Your arrival coincides with the annual performance appraisal time in the company.As you review the appraisal instrument,you quickly realize that it is of little value because it consists mainly of subjective measures that are not well connected to the goals of the organization.This situation concerns you,so you decide to act.One of the first things you do is speak with staff representatives and key supervisors in the organization,soliciting their opinions about the current performance appraisal system and appraisal instrument.Not surprisingly,you find that nearly everyone is dissatisfied with the current approach,and nobody really likes or understands how to properly use the appraisal tool.
One of the first priorities given to you by the CEO is the training of supervisors in assessing performance because this has not yet happened.The CEO knows there are issues,but doesn't fully understand the scope of the issues.You decide to address the matter as a system issue,knowing that improving only one part of the system will not solve all the problems.
-Please refer to Scenario 6.1.As you improve performance measurement at AB,what is the intended outcome of your performance measurement improvements?

Accepted Answer

A) to identify why some employees at AB are not performing as well as others 
B) to ensure that the poor performers are identified and properly disciplined 
C) to determine how well AB employees perform as compared to established goals 
D) to determine which AB employees deserve to be recognized and celebrated 
A) to identify why some employees at AB are not performing as well as others 
B) to ensure that the poor performers are identified and properly disciplined 
C) to determine how well AB employees perform as compared to established goals 
D) to determine which AB employees deserve to be recognized and celebrated

Question 9

The primary purpose of performance reviews is to improve future performance.

Accepted Answer

A) True 
 B)False

Question 10

Although there is growing evidence that peer review is possibly the most accurate method of appraisal,they are not widely used by organizations.

Accepted Answer

A) True 
 B)False

Question 11

Scenario 6.1
You have recently been hired by the CEO of AB Corp.as the first HR professional.It is a small but rapidly growing organization.The company specializes in manufacturing small,inexpensive souvenirs.Most staff work at machines that produce plastic or metal parts,or are on small teams in assembly and packaging,which is a fast-paced,manual labour environment.Many employees are dissatisfied with their jobs and generally confused about exactly what is expected of them.There are existing employee performance issues,some of which have been ongoing for years.There is a moderate amount of conflict between employees and supervisors.
Your arrival coincides with the annual performance appraisal time in the company.As you review the appraisal instrument,you quickly realize that it is of little value because it consists mainly of subjective measures that are not well connected to the goals of the organization.This situation concerns you,so you decide to act.One of the first things you do is speak with staff representatives and key supervisors in the organization,soliciting their opinions about the current performance appraisal system and appraisal instrument.Not surprisingly,you find that nearly everyone is dissatisfied with the current approach,and nobody really likes or understands how to properly use the appraisal tool.
One of the first priorities given to you by the CEO is the training of supervisors in assessing performance because this has not yet happened.The CEO knows there are issues,but doesn't fully understand the scope of the issues.You decide to address the matter as a system issue,knowing that improving only one part of the system will not solve all the problems.
-Please refer to Scenario 6.1.Assume you have trained AB supervisors to use newly implemented assessment methods.What barriers to effective performance reviews will have been removed as a result of your training?

Accepted Answer

A) time constraints,lack of knowledge,self-confidence 
B) interpersonal conflicts,lack of knowledge,self-confidence 
C) time constraints,lack of knowledge,self-confidence. 
D) time constraints,lack of knowledge,interpersonal conflicts. 
A) time constraints,lack of knowledge,self-confidence 
B) interpersonal conflicts,lack of knowledge,self-confidence 
C) time constraints,lack of knowledge,self-confidence. 
D) time constraints,lack of knowledge,interpersonal conflicts.

Question 12

Most performance appraisal interviews attempt to give feedback to employees on how well they are performing their jobs and on planning for their future development.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following does NOT need to be given consideration in setting goals and establishing a performance plan?

Accepted Answer

A) the goals must be specific and include a time frame 
B) the employee must have a say in which goals he or she needs to achieve 
C) discussions between supervisor and employee to ensure involvement and commitment to goals 
D) the goal must be linked to overall business objectives 
A) the goals must be specific and include a time frame 
B) the employee must have a say in which goals he or she needs to achieve 
C) discussions between supervisor and employee to ensure involvement and commitment to goals 
D) the goal must be linked to overall business objectives

Question 14

Feedback is most useful when it is immediate and general in nature.

Accepted Answer

A) True 
 B)False

Question 15

Scenario 6.1
You have recently been hired by the CEO of AB Corp.as the first HR professional.It is a small but rapidly growing organization.The company specializes in manufacturing small,inexpensive souvenirs.Most staff work at machines that produce plastic or metal parts,or are on small teams in assembly and packaging,which is a fast-paced,manual labour environment.Many employees are dissatisfied with their jobs and generally confused about exactly what is expected of them.There are existing employee performance issues,some of which have been ongoing for years.There is a moderate amount of conflict between employees and supervisors.
Your arrival coincides with the annual performance appraisal time in the company.As you review the appraisal instrument,you quickly realize that it is of little value because it consists mainly of subjective measures that are not well connected to the goals of the organization.This situation concerns you,so you decide to act.One of the first things you do is speak with staff representatives and key supervisors in the organization,soliciting their opinions about the current performance appraisal system and appraisal instrument.Not surprisingly,you find that nearly everyone is dissatisfied with the current approach,and nobody really likes or understands how to properly use the appraisal tool.
One of the first priorities given to you by the CEO is the training of supervisors in assessing performance because this has not yet happened.The CEO knows there are issues,but doesn't fully understand the scope of the issues.You decide to address the matter as a system issue,knowing that improving only one part of the system will not solve all the problems.
-Please refer to Scenario 6.1.Which items will be clearly linked after your improvements to the AB performance plan?

Accepted Answer

A) AB employee performance goals and their eligible compensation increases 
B) AB employee performance goals and overall business objectives of AB 
C) AB's performance expectations and type of performance evaluations implemented 
D) the qualitative measures used for AB employees and their performance expectations 
A) AB employee performance goals and their eligible compensation increases 
B) AB employee performance goals and overall business objectives of AB 
C) AB's performance expectations and type of performance evaluations implemented 
D) the qualitative measures used for AB employees and their performance expectations

Question 16

What are performance appraisals most frequently used for?

Accepted Answer

A) deciding compensation 
B) directing performance improvement 
C) determining training needs 
D) discharging decisions 
A) deciding compensation 
B) directing performance improvement 
C) determining training needs 
D) discharging decisions

Question 17

Inflation of evaluations by a manager who desires higher salaries for his or her employees is an example of a bias in a performance management system.

Accepted Answer

A) True 
 B)False

Question 18

An employer's credibility is strengthened when it can support performance evaluation results by documented instances of poor performance.

Accepted Answer

A) True 
 B)False

Question 19

Behavioural approaches provide more action-oriented information to employees and therefore may be best for employee development initiatives.

Accepted Answer

A) True 
 B)False

Question 20

Identify four of the six management practices that are essential for an effective performance management system.

Accepted Answer

·Setting and communicating clear perform

What is the name for the type of scale that uses a series of scales,one for each important dimension of job performance?

Appraisals should not be discussed openly with employees as it decreases employee motivation.

One of the disadvantages of the critical incident method is that it tends to lead to recency error.

Subordinate review should be used primarily for developmental purposes.

What do critics of the self-review method of employee assessment argue?

Which statement is an example of a well-written performance standard?

What would be considered to be counterproductive during an appraisal interview?

The primary purpose of performance reviews is to improve future performance.

Although there is growing evidence that peer review is possibly the most accurate method of appraisal,they are not widely used by organizations.

Most performance appraisal interviews attempt to give feedback to employees on how well they are performing their jobs and on planning for their future development.

Which of the following does NOT need to be given consideration in setting goals and establishing a performance plan?

Feedback is most useful when it is immediate and general in nature.

What are performance appraisals most frequently used for?

Inflation of evaluations by a manager who desires higher salaries for his or her employees is an example of a bias in a performance management system.

An employer's credibility is strengthened when it can support performance evaluation results by documented instances of poor performance.

Behavioural approaches provide more action-oriented information to employees and therefore may be best for employee development initiatives.

Identify four of the six management practices that are essential for an effective performance management system.

The Challenges of Hrm

The Legal Framework of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters

Exam 6: Managing Performance

What is the name for the type of scale that uses a series of scales,one for each important dimension of job performance?

Appraisals should not be discussed openly with employees as it decreases employee motivation.

One of the disadvantages of the critical incident method is that it tends to lead to recency error.

Subordinate review should be used primarily for developmental purposes.

What do critics of the self-review method of employee assessment argue?

Which statement is an example of a well-written performance standard?

What would be considered to be counterproductive during an appraisal interview?

The primary purpose of performance reviews is to improve future performance.

Although there is growing evidence that peer review is possibly the most accurate method of appraisal,they are not widely used by organizations.

Most performance appraisal interviews attempt to give feedback to employees on how well they are performing their jobs and on planning for their future development.

Which of the following does NOT need to be given consideration in setting goals and establishing a performance plan?

Feedback is most useful when it is immediate and general in nature.

What are performance appraisals most frequently used for?

Inflation of evaluations by a manager who desires higher salaries for his or her employees is an example of a bias in a performance management system.

An employer's credibility is strengthened when it can support performance evaluation results by documented instances of poor performance.

Behavioural approaches provide more action-oriented information to employees and therefore may be best for employee development initiatives.

Identify four of the six management practices that are essential for an effective performance management system.

The Challenges of Hrm

The Legal Framework of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters