Question 1

Trait appraisal approaches are no longer a popular system because of their inherent subjectivity.

Accepted Answer

A) True 
 B)False

Question 2

Under the Charter of Rights and Freedoms,appraisal systems must be,above all,valid.

Accepted Answer

A) True 
 B)False

Question 3

A systems approach to performance management allows the organization to get the right things done and helps increase employees' satisfaction.

Accepted Answer

A) True 
 B)False

Question 4

Research has shown that there is a very weak link between performance management results and the development of training objectives.

Accepted Answer

A) True 
 B)False

Question 5

What should the interviewer do to maximize performance improvement of the employee being assessed?

Accepted Answer

A) focus mainly on the positive behaviours 
B) focus mainly on recent behaviours 
C) focus mainly on past behaviours 
D) focus mainly on the future behaviours 
A) focus mainly on the positive behaviours 
B) focus mainly on recent behaviours 
C) focus mainly on past behaviours 
D) focus mainly on the future behaviours

Question 6

One of the potential drawbacks of a trait-oriented performance appraisal is that traits tend to be vague and subjective.

Accepted Answer

A) True 
 B)False

Question 7

What is one major advantage of using a behaviour observation scale?

Accepted Answer

A) it takes a relatively short time to develop 
B) the rating scale can be used for multiple jobs 
C) it is easier for the supervisor to provide constructive feedback 
D) the rating scale can be used across many jobs 
A) it takes a relatively short time to develop 
B) the rating scale can be used for multiple jobs 
C) it is easier for the supervisor to provide constructive feedback 
D) the rating scale can be used across many jobs

Question 8

One major advantage of a behaviourally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

Accepted Answer

A) True 
 B)False

Question 9

Briefly describe,in correct order,the steps in an effective performance management system.

Accepted Answer

Clarifying the Work to Be Done
Before an

Question 10

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.What problem could result if you decide to change the current qualitative appraisal method to one that uses productivity measures for performance reviews?

Accepted Answer

A) the new quantitative objectives may be misinterpreted by AB employees 
B) there may be a dispute between employees and supervisors about the measures used 
C) it may focus AB employees only on short-term objectives,and ignore the larger goals 
D) it may include measures that are too difficult for AB supervisors to measure accurately 
A) the new quantitative objectives may be misinterpreted by AB employees 
B) there may be a dispute between employees and supervisors about the measures used 
C) it may focus AB employees only on short-term objectives,and ignore the larger goals 
D) it may include measures that are too difficult for AB supervisors to measure accurately

Question 11

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

Accepted Answer

A) True 
 B)False

Question 12

The critical incident method facilitates employee feedback and development.

Accepted Answer

A) True 
 B)False

Question 13

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.Even though the AB supervisors have been trained to use the performance system,what must they still know about their employee performance problems before they can plan a course of corrective action?

Accepted Answer

A) the magnitude of the performance problems for the worst of the AB employees 
B) the impact of the performance problems on employee confidence and morale 
C) the length of time the performance problems have existed at AB 
D) the sources of performance problems for underperforming AB employees 
A) the magnitude of the performance problems for the worst of the AB employees 
B) the impact of the performance problems on employee confidence and morale 
C) the length of time the performance problems have existed at AB 
D) the sources of performance problems for underperforming AB employees

Question 14

What is one objective of an appraisal program?

Accepted Answer

A) to determine pay levels for different job types 
B) to identify the knowledge,skills,and abilities required to be successful in a job 
C) to have the employees feel more valued 
D) providing a supervisor the opportunity to show his/her superior how well their employees are performing 
A) to determine pay levels for different job types 
B) to identify the knowledge,skills,and abilities required to be successful in a job 
C) to have the employees feel more valued 
D) providing a supervisor the opportunity to show his/her superior how well their employees are performing

Question 15

Which performance review method requires that employees be rated according to a scale of characteristics?

Accepted Answer

A) forced-distribution method 
B) forced-choice method 
C) behaviourally anchored rating scale 
D) graphic rating scale 
A) forced-distribution method 
B) forced-choice method 
C) behaviourally anchored rating scale 
D) graphic rating scale

Question 16

Employees can help ensure that the appraisal is fair by being well prepared.

Accepted Answer

A) True 
 B)False

Question 17

The diagnosis of poor employee performance should focus on the three interactive elements of skill,effort,and external conditions.

Accepted Answer

A) True 
 B)False

Question 18

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.Why should the employees in the assembly and package area switch to a team review method for performance assessment?

Accepted Answer

A) it will recognize team accomplishments rather than deal with individual performances 
B) it will be easier to identify individual contributions with team reviews 
C) the team reviews will help to identify interpersonal conflicts within the teams 
D) the team reviews will result in a better understanding of team processes 
A) it will recognize team accomplishments rather than deal with individual performances 
B) it will be easier to identify individual contributions with team reviews 
C) the team reviews will help to identify interpersonal conflicts within the teams 
D) the team reviews will result in a better understanding of team processes

Trait appraisal approaches are no longer a popular system because of their inherent subjectivity.

Under the Charter of Rights and Freedoms,appraisal systems must be,above all,valid.

A systems approach to performance management allows the organization to get the right things done and helps increase employees' satisfaction.

Research has shown that there is a very weak link between performance management results and the development of training objectives.

What should the interviewer do to maximize performance improvement of the employee being assessed?

One of the potential drawbacks of a trait-oriented performance appraisal is that traits tend to be vague and subjective.

What is one major advantage of using a behaviour observation scale?

One major advantage of a behaviourally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

Briefly describe,in correct order,the steps in an effective performance management system.

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

The critical incident method facilitates employee feedback and development.

What is one objective of an appraisal program?

Which performance review method requires that employees be rated according to a scale of characteristics?

Employees can help ensure that the appraisal is fair by being well prepared.

The diagnosis of poor employee performance should focus on the three interactive elements of skill,effort,and external conditions.

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

Trait appraisal approaches are no longer a popular system because of their inherent subjectivity.

Under the Charter of Rights and Freedoms,appraisal systems must be,above all,valid.

A systems approach to performance management allows the organization to get the right things done and helps increase employees' satisfaction.

Research has shown that there is a very weak link between performance management results and the development of training objectives.

What should the interviewer do to maximize performance improvement of the employee being assessed?

One of the potential drawbacks of a trait-oriented performance appraisal is that traits tend to be vague and subjective.

What is one major advantage of using a behaviour observation scale?

One major advantage of a behaviourally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

Briefly describe,in correct order,the steps in an effective performance management system.

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

The critical incident method facilitates employee feedback and development.

What is one objective of an appraisal program?

Which performance review method requires that employees be rated according to a scale of characteristics?

Employees can help ensure that the appraisal is fair by being well prepared.

The diagnosis of poor employee performance should focus on the three interactive elements of skill,effort,and external conditions.

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