Question 1

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Accepted Answer

A) True 
 B)False

Question 2

Most organizations that implement 360-degree evaluation start with an exclusive focus on development.

Accepted Answer

A) True 
 B)False

Question 3

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Reliability refers to measures that are consistent across raters and over time.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Accepted Answer

A) balanced scorecard approach 
B) 360-degree evaluation 
C) customer-oriented approach 
D) management by objectives 
A) balanced scorecard approach 
B) 360-degree evaluation 
C) customer-oriented approach 
D) management by objectives

Question 7

In delivering a performance evaluation interview,Manuel is attempting to convince his direct report that she needs to be more communicative with her peers about her work.The other aspects of her performance are excellent,so he is willing to provide incentives for her if she can improve in this aspect of her performance.What type of performance evaluation interview is Manuel delivering?

Accepted Answer

A) tell-and-listen 
B) tell-and-sell 
C) tell-and-train 
D) problem-solving 
A) tell-and-listen 
B) tell-and-sell 
C) tell-and-train 
D) problem-solving

Question 8

Which of the following uses critical incidents as examples at different points along the scale?

Accepted Answer

A) the global rating 
B) the mixed-standard scale 
C) dimensional rating 
D) the behaviourally anchored rating scale 
A) the global rating 
B) the mixed-standard scale 
C) dimensional rating 
D) the behaviourally anchored rating scale

Question 9

A significant weakness of 360-degree evaluation is the complexity associated with combining all the responses.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an essential component of an evaluation interview?

Accepted Answer

A) It should take place in one session in order to give the employee a complete view of his or her performance. 
B) The supervisor must discuss changes to the employee's compensation as a result of his or her performance. 
C) It is a time for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D) It should be held in two segments because the rater must perform the role of both evaluator and counsellor. 
A) It should take place in one session in order to give the employee a complete view of his or her performance. 
B) The supervisor must discuss changes to the employee's compensation as a result of his or her performance. 
C) It is a time for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D) It should be held in two segments because the rater must perform the role of both evaluator and counsellor.

Question 11

If an evaluation program is used to provide a written evaluation for salary action and at the same time used as a means of motivating employees to improve upon their performance,the administrative and developmental purposes may be in conflict.

Accepted Answer

A) True 
 B)False

Question 12

The primary objective for performance evaluations at ABC Corporation is to give employees developmental feedback.Which of the following evaluation methods should the HR manager use?

Accepted Answer

A) trait methods 
B) behavioural methods 
C) results methods 
D) attitudinal methods 
A) trait methods 
B) behavioural methods 
C) results methods 
D) attitudinal methods

Question 13

Internal customers are the most important source of valuable performance information for both developmental and administrative purposes.

Accepted Answer

A) True 
 B)False

Question 14

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Accepted Answer

A) True 
 B)False

Question 15

Why do employee evaluation programs sometimes fail?

Accepted Answer

In many organizations,performance evalua

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Most organizations that implement 360-degree evaluation start with an exclusive focus on development.

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

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

Reliability refers to measures that are consistent across raters and over time.

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Which of the following uses critical incidents as examples at different points along the scale?

A significant weakness of 360-degree evaluation is the complexity associated with combining all the responses.

Which of the following is an essential component of an evaluation interview?

If an evaluation program is used to provide a written evaluation for salary action and at the same time used as a means of motivating employees to improve upon their performance,the administrative and developmental purposes may be in conflict.

The primary objective for performance evaluations at ABC Corporation is to give employees developmental feedback.Which of the following evaluation methods should the HR manager use?

Internal customers are the most important source of valuable performance information for both developmental and administrative purposes.

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Why do employee evaluation programs sometimes fail?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 8: Performance Management

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Most organizations that implement 360-degree evaluation start with an exclusive focus on development.

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

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

Reliability refers to measures that are consistent across raters and over time.

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Which of the following uses critical incidents as examples at different points along the scale?

A significant weakness of 360-degree evaluation is the complexity associated with combining all the responses.

Which of the following is an essential component of an evaluation interview?

If an evaluation program is used to provide a written evaluation for salary action and at the same time used as a means of motivating employees to improve upon their performance,the administrative and developmental purposes may be in conflict.

The primary objective for performance evaluations at ABC Corporation is to give employees developmental feedback.Which of the following evaluation methods should the HR manager use?

Internal customers are the most important source of valuable performance information for both developmental and administrative purposes.

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Why do employee evaluation programs sometimes fail?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters