Question 1

The major problem with peer appraisals is the concern that peers have about potential retribution if their responses are identified.

Accepted Answer

A) True 
 B)False

Question 2

The management-by-objectives performance evaluation approach is based upon which of the following premises?

Accepted Answer

A)  when management sets goals for employees, goals are more likely to be met 
B)  achieving objectives will produce satisfied employees 
C)  employees are more motivated to achieve goals when they are jointly agreed upon by employees and supervisors 
D)  there is little connection between performance and objectives 
E)  the best approach is to have employee goals cascade into manager goals 
A)  when management sets goals for employees, goals are more likely to be met 
B)  achieving objectives will produce satisfied employees 
C)  employees are more motivated to achieve goals when they are jointly agreed upon by employees and supervisors 
D)  there is little connection between performance and objectives 
E)  the best approach is to have employee goals cascade into manager goals

Question 3

Objective performance measures are usually less accurate than subjective measures.

Accepted Answer

A) True 
 B)False

Question 4

Performance appraisal is the process by which organizations:

Accepted Answer

A)  select the best applicants to hire 
B)  review applications for employment 
C)  evaluate employee job performance over time 
D)  determine individual health and safety benefits 
E)  attempt to decertify unions 
A)  select the best applicants to hire 
B)  review applications for employment 
C)  evaluate employee job performance over time 
D)  determine individual health and safety benefits 
E)  attempt to decertify unions

Question 5

A completed performance appraisal form:

Accepted Answer

A)  must be kept in the employee's files for a maximum of one year 
B)  is a legal document that proves job-related criteria were valid and used consistently 
C)  is an internal document that has no importance outside of the organization itself 
D)  must be submitted to the provincial labour relations board 
E)  outlines the standardized time frame allowed for performance improvement 
A)  must be kept in the employee's files for a maximum of one year 
B)  is a legal document that proves job-related criteria were valid and used consistently 
C)  is an internal document that has no importance outside of the organization itself 
D)  must be submitted to the provincial labour relations board 
E)  outlines the standardized time frame allowed for performance improvement

Question 6

Performance management systems aim to transform organizational objectives into measurable outcomes.

Accepted Answer

A) True 
 B)False

Question 7

Performance appraisal forms serve little legal purpose beyond providing proof that employee evaluation is consistent.

Accepted Answer

A) True 
 B)False

Question 8

Comparative evaluation methods for performance appraisals can include:

Accepted Answer

A)  behaviour observation scale 
B)  forced distributions 
C)  performance tests 
D)  management by objectives 
E)  behaviourally anchored rating scales 
A)  behaviour observation scale 
B)  forced distributions 
C)  performance tests 
D)  management by objectives 
E)  behaviourally anchored rating scales

Question 9

Which of the following is a serious problem with all subjective measures of employee evaluation?

Accepted Answer

A)  they are subject to rater bias 
B)  they are quantitative 
C)  they are based on substitutes for actual performance 
D)  they are time-consuming 
E)  they are not an option for all jobs 
A)  they are subject to rater bias 
B)  they are quantitative 
C)  they are based on substitutes for actual performance 
D)  they are time-consuming 
E)  they are not an option for all jobs

Question 10

Frame-of-reference training aims to improve raters' observation techniques and categorization skills.

Accepted Answer

A) True 
 B)False

Question 11

The behaviourally anchored rating scales method of appraisal requires job analysts to group examples of effective and ineffective behaviour into performance-related categories.

Accepted Answer

A) True 
 B)False

Question 12

Human resource specialists should arbitrary set performance standards.

Accepted Answer

A) True 
 B)False

Question 13

A performance review session where a supervisor allows an employee to explain reasons, excuses, and defensive feelings about their performance is an example of which approach to providing performance feedback?

Accepted Answer

A)  the tell-and-sell approach 
B)  the problem-solving approach 
C)  the tell-and-listen approach 
D)  the positive approach 
E)  the subjective approach 
A)  the tell-and-sell approach 
B)  the problem-solving approach 
C)  the tell-and-listen approach 
D)  the positive approach 
E)  the subjective approach

Question 14

Evaluator domination is a performance evaluation bias that occurs during the performance appraisal process.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following characteristics describes good performance standards?

Accepted Answer

A)  they are general 
B)  they are set by management 
C)  they are complex to measure 
D)  they are achievable 
E)  they exceed realistic expectations 
A)  they are general 
B)  they are set by management 
C)  they are complex to measure 
D)  they are achievable 
E)  they exceed realistic expectations

Question 16

The length of time that employers must allot to employees to improve their performance is standardized.

Accepted Answer

A) True 
 B)False

Question 17

Performance appraisals can alert the human resource department to problems in staffing procedures.

Accepted Answer

A) True 
 B)False

Question 18

Performance measures are the benchmarks against which performance is measured.

Accepted Answer

A) True 
 B)False

Question 19

If an employee receives an unsatisfactory performance review and the employee and manager are engaged in a performance improvement process, how often should feedback be provided?

Accepted Answer

A)  weekly 
B)  monthly 
C)  annually 
D)  quarterly 
E)  twice a year 
A)  weekly 
B)  monthly 
C)  annually 
D)  quarterly 
E)  twice a year

Question 20

Which of the following steps for creating a performance improvement plan involves documenting the employee's current performance and areas for improvement?

Accepted Answer

A)  develop an action plan 
B)  getting started 
C)  review the performance improvement plan 
D)  follow up 
E)  meet with the employee 
A)  develop an action plan 
B)  getting started 
C)  review the performance improvement plan 
D)  follow up 
E)  meet with the employee

The major problem with peer appraisals is the concern that peers have about potential retribution if their responses are identified.

The management-by-objectives performance evaluation approach is based upon which of the following premises?

Objective performance measures are usually less accurate than subjective measures.

Performance appraisal is the process by which organizations:

A completed performance appraisal form:

Performance management systems aim to transform organizational objectives into measurable outcomes.

Performance appraisal forms serve little legal purpose beyond providing proof that employee evaluation is consistent.

Comparative evaluation methods for performance appraisals can include:

Which of the following is a serious problem with all subjective measures of employee evaluation?

Frame-of-reference training aims to improve raters' observation techniques and categorization skills.

The behaviourally anchored rating scales method of appraisal requires job analysts to group examples of effective and ineffective behaviour into performance-related categories.

Human resource specialists should arbitrary set performance standards.

A performance review session where a supervisor allows an employee to explain reasons, excuses, and defensive feelings about their performance is an example of which approach to providing performance feedback?

Evaluator domination is a performance evaluation bias that occurs during the performance appraisal process.

Which of the following characteristics describes good performance standards?

The length of time that employers must allot to employees to improve their performance is standardized.

Performance appraisals can alert the human resource department to problems in staffing procedures.

Performance measures are the benchmarks against which performance is measured.

If an employee receives an unsatisfactory performance review and the employee and manager are engaged in a performance improvement process, how often should feedback be provided?

Which of the following steps for creating a performance improvement plan involves documenting the employee's current performance and areas for improvement?

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Onboarding, Training and Development, and Career Planning

Compensation Management

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Filters

Exam 8: Performance Management

The major problem with peer appraisals is the concern that peers have about potential retribution if their responses are identified.

The management-by-objectives performance evaluation approach is based upon which of the following premises?

Objective performance measures are usually less accurate than subjective measures.

Performance appraisal is the process by which organizations:

A completed performance appraisal form:

Performance management systems aim to transform organizational objectives into measurable outcomes.

Performance appraisal forms serve little legal purpose beyond providing proof that employee evaluation is consistent.

Comparative evaluation methods for performance appraisals can include:

Which of the following is a serious problem with all subjective measures of employee evaluation?

Frame-of-reference training aims to improve raters' observation techniques and categorization skills.

The behaviourally anchored rating scales method of appraisal requires job analysts to group examples of effective and ineffective behaviour into performance-related categories.

Human resource specialists should arbitrary set performance standards.

A performance review session where a supervisor allows an employee to explain reasons, excuses, and defensive feelings about their performance is an example of which approach to providing performance feedback?

Evaluator domination is a performance evaluation bias that occurs during the performance appraisal process.

Which of the following characteristics describes good performance standards?

The length of time that employers must allot to employees to improve their performance is standardized.

Performance appraisals can alert the human resource department to problems in staffing procedures.

Performance measures are the benchmarks against which performance is measured.

If an employee receives an unsatisfactory performance review and the employee and manager are engaged in a performance improvement process, how often should feedback be provided?

Which of the following steps for creating a performance improvement plan involves documenting the employee's current performance and areas for improvement?

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Onboarding, Training and Development, and Career Planning

Compensation Management

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Filters