Question 1

Which of the following is an objective that organizations concerned with running an efficient and effective performance management system will try to achieve?

Accepted Answer

A)  justify HR decisions using documentation of performance 
B)  provide instruments for measuring the success of an organization. 
C)  encourage job re-design 
D)  transform organizational objectives into vague outcomes 
E)  make a connection between employee objectives and their career goals 
A)  justify HR decisions using documentation of performance 
B)  provide instruments for measuring the success of an organization. 
C)  encourage job re-design 
D)  transform organizational objectives into vague outcomes 
E)  make a connection between employee objectives and their career goals

Question 2

Performance appraisals can indicate to employees where they are not meeting acceptable performance standards.

Accepted Answer

A) True 
 B)False

Question 3

Performance appraisals can be used for making decisions about compensation.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following are characteristics of an effective performance appraisal process?

Accepted Answer

A)  a complex job-related system 
B)  a system that sets performance standards arbitrarily 
C)  a system that measures criteria related to employee personality 
D)  a reliable system 
E)  a system using performance measures that report on behaviour inconsistently 
A)  a complex job-related system 
B)  a system that sets performance standards arbitrarily 
C)  a system that measures criteria related to employee personality 
D)  a reliable system 
E)  a system using performance measures that report on behaviour inconsistently

Question 5

Behaviourally anchored rating scales and the ranking method are both future-oriented performance evaluation approaches.

Accepted Answer

A) True 
 B)False

Question 6

Rater guidelines for conducting effective performance evaluation interviews include which of the following?

Accepted Answer

A)  emphasize negative aspects 
B)  make general as opposed to specific criticisms 
C)  provide delayed positive feedback 
D)  argue with the person being evaluated if needed 
E)  identify specific performance improvement actions that can be taken 
A)  emphasize negative aspects 
B)  make general as opposed to specific criticisms 
C)  provide delayed positive feedback 
D)  argue with the person being evaluated if needed 
E)  identify specific performance improvement actions that can be taken

Question 7

Which of the following is occurring when raters witness employees' performance?

Accepted Answer

A)  indirect observation 
B)  objective performance measurement 
C)  subjective performance measurement 
D)  direct observation 
E)  less accurate performance measurement 
A)  indirect observation 
B)  objective performance measurement 
C)  subjective performance measurement 
D)  direct observation 
E)  less accurate performance measurement

Question 8

During which of the following steps in establishing a performance improvement plan should the manager clearly lay out the areas for improvement and the action plan?

Accepted Answer

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

Question 9

Which of the following is a purpose of conducting performance appraisals?

Accepted Answer

A)  to adapt to labour market realities 
B)  to inform employee career development plans 
C)  to recognize organizational constraints 
D)  to get a personal impression of employees 
E)  to be used as criteria for test reliability 
A)  to adapt to labour market realities 
B)  to inform employee career development plans 
C)  to recognize organizational constraints 
D)  to get a personal impression of employees 
E)  to be used as criteria for test reliability

Question 10

The 360-degree performance appraisal combines performance evaluations made by the employee as well as the employee's peers, supervisors, and subordinates.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is a rater bias in personnel evaluation?

Accepted Answer

A)  central tendency bias 
B)  forced distribution bias 
C)  first impression bias 
D)  domination bias 
E)  expertise bias 
A)  central tendency bias 
B)  forced distribution bias 
C)  first impression bias 
D)  domination bias 
E)  expertise bias

Question 12

The recency effect is a potential rater bias that occurs when:

Accepted Answer

A)  the rater has done too many employee evaluations recently 
B)  the employee has just recently started the job and is therefore given an improper evaluation 
C)  the rater has just recently started the job and cannot fairly evaluate the employee 
D)  the rater allows recent employee actions to unduly sway their performance evaluation 
E)  performance standards have just recently been developed 
A)  the rater has done too many employee evaluations recently 
B)  the employee has just recently started the job and is therefore given an improper evaluation 
C)  the rater has just recently started the job and cannot fairly evaluate the employee 
D)  the rater allows recent employee actions to unduly sway their performance evaluation 
E)  performance standards have just recently been developed

Question 13

In order to be effective, performance standards must:

Accepted Answer

A)  be set arbitrarily 
B)  be simple 
C)  avoid discrimination 
D)  reflect the desired results of each job 
E)  be highly reliable 
A)  be set arbitrarily 
B)  be simple 
C)  avoid discrimination 
D)  reflect the desired results of each job 
E)  be highly reliable

Question 14

Which of the following is a new trend in rater training?

Accepted Answer

A)  training about how to make valid judgments based on complex information 
B)  training about how to conduct an evaluation interview 
C)  training about minimizing potential rating errors 
D)  training about how to conduct performance evaluations 
E)  training about how to provide rates with feedback 
A)  training about how to make valid judgments based on complex information 
B)  training about how to conduct an evaluation interview 
C)  training about minimizing potential rating errors 
D)  training about how to conduct performance evaluations 
E)  training about how to provide rates with feedback

Question 15

Which of the following describes a key feature of comparative evaluation methods?

Accepted Answer

A)  they relate one person's performance with that of co-workers 
B)  they are usually completed by external consultants 
C)  they evaluate employee performance according to present data 
D)  they are illegal when evaluating people in a protected class 
E)  they offer significant job-related feedback 
A)  they relate one person's performance with that of co-workers 
B)  they are usually completed by external consultants 
C)  they evaluate employee performance according to present data 
D)  they are illegal when evaluating people in a protected class 
E)  they offer significant job-related feedback

Question 16

Performance appraisals that enforce consequences lose their effectiveness quite quickly.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following describes subjective performance measures?

Accepted Answer

A)  ratings that are verifiable by others 
B)  ratings based on opinion or perception 
C)  ratings based on having witnessed the performance 
D)  ratings based on substitutes for actual performance 
E)  ratings that are usually quantitative 
A)  ratings that are verifiable by others 
B)  ratings based on opinion or perception 
C)  ratings based on having witnessed the performance 
D)  ratings based on substitutes for actual performance 
E)  ratings that are usually quantitative

Question 18

Unacceptably high numbers of poor performers within an organization indicates which of the following?

Accepted Answer

A)  a labour supply shortage 
B)  a workforce with low levels of literacy 
C)  errors elsewhere in the human resource management function 
D)  the presence of unethical business practices 
E)  that managers are trying to optimize productivity. 
A)  a labour supply shortage 
B)  a workforce with low levels of literacy 
C)  errors elsewhere in the human resource management function 
D)  the presence of unethical business practices 
E)  that managers are trying to optimize productivity.

Question 19

Human resource specialists prefer direct subjective measures of performance.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is an employee evaluation method that combines self, peer, supervisor, and subordinate performance evaluations?

Accepted Answer

A)  the critical incident method 
B)  the 360-degree performance appraisal 
C)  the management-by-objectives approach 
D)  the performance tests and observations method 
E)  the behaviour observation scale 
A)  the critical incident method 
B)  the 360-degree performance appraisal 
C)  the management-by-objectives approach 
D)  the performance tests and observations method 
E)  the behaviour observation scale

Which of the following is an objective that organizations concerned with running an efficient and effective performance management system will try to achieve?

Performance appraisals can indicate to employees where they are not meeting acceptable performance standards.

Performance appraisals can be used for making decisions about compensation.

Which of the following are characteristics of an effective performance appraisal process?

Behaviourally anchored rating scales and the ranking method are both future-oriented performance evaluation approaches.

Rater guidelines for conducting effective performance evaluation interviews include which of the following?

Which of the following is occurring when raters witness employees' performance?

During which of the following steps in establishing a performance improvement plan should the manager clearly lay out the areas for improvement and the action plan?

Which of the following is a purpose of conducting performance appraisals?

The 360-degree performance appraisal combines performance evaluations made by the employee as well as the employee's peers, supervisors, and subordinates.

Which of the following is a rater bias in personnel evaluation?

The recency effect is a potential rater bias that occurs when:

In order to be effective, performance standards must:

Which of the following is a new trend in rater training?

Which of the following describes a key feature of comparative evaluation methods?

Performance appraisals that enforce consequences lose their effectiveness quite quickly.

Which of the following describes subjective performance measures?

Unacceptably high numbers of poor performers within an organization indicates which of the following?

Human resource specialists prefer direct subjective measures of performance.

Which of the following is an employee evaluation method that combines self, peer, supervisor, and subordinate performance evaluations?

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

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Exam 8: Performance Management

Which of the following is an objective that organizations concerned with running an efficient and effective performance management system will try to achieve?

Performance appraisals can indicate to employees where they are not meeting acceptable performance standards.

Performance appraisals can be used for making decisions about compensation.

Which of the following are characteristics of an effective performance appraisal process?

Behaviourally anchored rating scales and the ranking method are both future-oriented performance evaluation approaches.

Rater guidelines for conducting effective performance evaluation interviews include which of the following?

Which of the following is occurring when raters witness employees' performance?

During which of the following steps in establishing a performance improvement plan should the manager clearly lay out the areas for improvement and the action plan?

Which of the following is a purpose of conducting performance appraisals?

The 360-degree performance appraisal combines performance evaluations made by the employee as well as the employee's peers, supervisors, and subordinates.

Which of the following is a rater bias in personnel evaluation?

The recency effect is a potential rater bias that occurs when:

In order to be effective, performance standards must:

Which of the following is a new trend in rater training?

Which of the following describes a key feature of comparative evaluation methods?

Performance appraisals that enforce consequences lose their effectiveness quite quickly.

Which of the following describes subjective performance measures?

Unacceptably high numbers of poor performers within an organization indicates which of the following?

Human resource specialists prefer direct subjective measures of performance.

Which of the following is an employee evaluation method that combines self, peer, supervisor, and subordinate performance evaluations?

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