Question 1

Which case ruled that general characteristics such as leadership,appearance,and personal conduct are subjective and may be unrelated to job performance?

Accepted Answer

A)  Campbell v Miller Construction 
B)  Smith v Ardron Construction 
C)  Anderson v West Coast Energy 
D)  Wade v Mississippi Cooperative Extension Service 
A)  Campbell v Miller Construction 
B)  Smith v Ardron Construction 
C)  Anderson v West Coast Energy 
D)  Wade v Mississippi Cooperative Extension Service

Question 2

The basic purpose of a performance appraisal system is to ________.

Accepted Answer

A)  improve performance 
B)  support strategic planning 
C)  provide the basis for long-range goals 
D)  quantify employees' strengths and weaknesses 
A)  improve performance 
B)  support strategic planning 
C)  provide the basis for long-range goals 
D)  quantify employees' strengths and weaknesses

Question 3

Competencies chosen for performance appraisal purposes should be closely related to ________.

Accepted Answer

A)  job success 
B)  job seniority 
C)  pay grade 
D)  skill level 
A)  job success 
B)  job seniority 
C)  pay grade 
D)  skill level

Question 4

Which performance appraisal method is most frequently criticized?

Accepted Answer

A)  rating scales 
B)  results-based 
C)  360-feedback 
D)  work standards method 
A)  rating scales 
B)  results-based 
C)  360-feedback 
D)  work standards method

Question 5

Which of the following is LEAST likely to be the focus of a performance appraisal at a Chinese company?

Accepted Answer

A)  measurable outcomes 
B)  moral behavior 
C)  personal obedience 
D)  employee loyalty 
A)  measurable outcomes 
B)  moral behavior 
C)  personal obedience 
D)  employee loyalty

Question 6

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.

Accepted Answer

A)  rating scales method 
B)  work standards method 
C)  forced distribution method 
D)  critical incident method 
A)  rating scales method 
B)  work standards method 
C)  forced distribution method 
D)  critical incident method

Question 7

How should evaluation criteria for a performance appraisal system be determined?

Accepted Answer

A)  job analysis 
B)  observation 
C)  strategic planning 
D)  job specification 
A)  job analysis 
B)  observation 
C)  strategic planning 
D)  job specification

Question 8

It is essential that line managers play a key role in performance appraisal from beginning to end.

Accepted Answer

A) True 
 B)False

Question 9

Managing performance is extraneous to a manager's daily job duties.

Accepted Answer

A) True 
 B)False

Question 10

All of the following are reasons that immediate supervisors conduct most performance appraisals EXCEPT that supervisors ________.

Accepted Answer

A)  regularly observe their employees' job performance 
B)  coordinate employees' flexible spending benefits 
C)  manage all aspects of work within a particular unit 
D)  need subordinates who are appropriately trained 
A)  regularly observe their employees' job performance 
B)  coordinate employees' flexible spending benefits 
C)  manage all aspects of work within a particular unit 
D)  need subordinates who are appropriately trained

Question 11

Results from 360-degree programs are used by firms for succession planning,training,professional development,and performance management.

Accepted Answer

A) True 
 B)False

Question 12

What are the characteristics of an effective appraisal system?

Accepted Answer

The basic purpose of a performance appra

Question 13

The work standards method compares each employee's performance to a predetermined standard.

Accepted Answer

A) True 
 B)False

Question 14

Each comparative system performance appraisal practice leads to a natural distribution of performance ratings rather than a predetermined distribution.

Accepted Answer

A) True 
 B)False

Question 15

A primary deficiency of BARS is that the behaviors used are based on ________.

Accepted Answer

A)  short-term results 
B)  co-worker opinions 
C)  personality traits 
D)  employee activities 
A)  short-term results 
B)  co-worker opinions 
C)  personality traits 
D)  employee activities

Question 16

It is important that discussions of negative employee performance focus on the deficiency,not the person.

Accepted Answer

A) True 
 B)False

Question 17

Focusing on an employee's potential during a performance appraisal ensures that more effective career planning and development will occur.

Accepted Answer

A) True 
 B)False

Question 18

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Accepted Answer

A) True 
 B)False

Question 19

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

Accepted Answer

A) True 
 B)False

Question 20

What is the final step in the appraisal process?

Accepted Answer

A)  reviewing the appraisal with the employee 
B)  examining the work performance of the employee 
C)  appraising the work performance of the employee 
D)  communicating performance criteria to the employee 
A)  reviewing the appraisal with the employee 
B)  examining the work performance of the employee 
C)  appraising the work performance of the employee 
D)  communicating performance criteria to the employee

Which case ruled that general characteristics such as leadership,appearance,and personal conduct are subjective and may be unrelated to job performance?

The basic purpose of a performance appraisal system is to ________.

Competencies chosen for performance appraisal purposes should be closely related to ________.

Which performance appraisal method is most frequently criticized?

Which of the following is LEAST likely to be the focus of a performance appraisal at a Chinese company?

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.

How should evaluation criteria for a performance appraisal system be determined?

It is essential that line managers play a key role in performance appraisal from beginning to end.

Managing performance is extraneous to a manager's daily job duties.

All of the following are reasons that immediate supervisors conduct most performance appraisals EXCEPT that supervisors ________.

Results from 360-degree programs are used by firms for succession planning,training,professional development,and performance management.

What are the characteristics of an effective appraisal system?

The work standards method compares each employee's performance to a predetermined standard.

Each comparative system performance appraisal practice leads to a natural distribution of performance ratings rather than a predetermined distribution.

A primary deficiency of BARS is that the behaviors used are based on ________.

It is important that discussions of negative employee performance focus on the deficiency,not the person.

Focusing on an employee's potential during a performance appraisal ensures that more effective career planning and development will occur.

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

What is the final step in the appraisal process?

Human Resource Management: An Overview

Business Ethics and Corporate Social Responsibility

Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Strategic Planning, Human Resource Planning, and Job Analysis

Recruitment

Selection

Training and Development

Direct Financial Compensation Core Compensation:

Indirect Financial Compensation Employee Benefits:

Labor Unions and Collective Bargaining

Internal Employee Relations

Employee Safety, Health, and Wellness

Global Human Resource Management

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Exam 7: Performance Management and Appraisal

Which case ruled that general characteristics such as leadership,appearance,and personal conduct are subjective and may be unrelated to job performance?

The basic purpose of a performance appraisal system is to ________.

Competencies chosen for performance appraisal purposes should be closely related to ________.

Which performance appraisal method is most frequently criticized?

Which of the following is LEAST likely to be the focus of a performance appraisal at a Chinese company?

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.

How should evaluation criteria for a performance appraisal system be determined?

It is essential that line managers play a key role in performance appraisal from beginning to end.

Managing performance is extraneous to a manager's daily job duties.

All of the following are reasons that immediate supervisors conduct most performance appraisals EXCEPT that supervisors ________.

Results from 360-degree programs are used by firms for succession planning,training,professional development,and performance management.

What are the characteristics of an effective appraisal system?

The work standards method compares each employee's performance to a predetermined standard.

Each comparative system performance appraisal practice leads to a natural distribution of performance ratings rather than a predetermined distribution.

A primary deficiency of BARS is that the behaviors used are based on ________.

It is important that discussions of negative employee performance focus on the deficiency,not the person.

Focusing on an employee's potential during a performance appraisal ensures that more effective career planning and development will occur.

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Performance appraisal has many purposes,including evaluation (for example,pay raise consideration)and development (for example,training and development planning).

What is the final step in the appraisal process?

Human Resource Management: An Overview

Business Ethics and Corporate Social Responsibility

Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Strategic Planning, Human Resource Planning, and Job Analysis

Recruitment

Selection

Training and Development

Direct Financial Compensation Core Compensation:

Indirect Financial Compensation Employee Benefits:

Labor Unions and Collective Bargaining

Internal Employee Relations

Employee Safety, Health, and Wellness

Global Human Resource Management

Filters