Question 1

During an evaluation interview, negative comments should focus on an employee's personality as opposed to their job performance.

Accepted Answer

A) True 
 B)False

Question 2

A good method for overcoming the biases of leniency, strictness, and central tendency in performance appraisal is the forced distributions method.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following needs to be considered after the purpose of a performance appraisal system has been established and the system has been linked to organizational objectives?

Accepted Answer

A)  transforming organizational objectives into measurable outcomes 
B)  setting performance targets 
C)  establishing a forward-looking strategic partnership between management and employees 
D)  including measures of employee satisfaction 
E)  using a balanced scorecard to assess the performance of the overall organization 
A)  transforming organizational objectives into measurable outcomes 
B)  setting performance targets 
C)  establishing a forward-looking strategic partnership between management and employees 
D)  including measures of employee satisfaction 
E)  using a balanced scorecard to assess the performance of the overall organization

Question 4

Which of the following is a non-comparative performance evaluation method?

Accepted Answer

A)  the rating scale method 
B)  the ranking method 
C)  job analysis 
D)  the forced distribution method 
E)  using bell curves 
A)  the rating scale method 
B)  the ranking method 
C)  job analysis 
D)  the forced distribution method 
E)  using bell curves

Question 5

The problem-solving approach to an employee evaluation interview allows the employee to explain reasons, excuses, and defensive feelings about why performance is deficient.

Accepted Answer

A) True 
 B)False

Question 6

If an evaluator is providing an employee with feedback about their past performance or future potential using "the tell and sell" approach, what is the evaluator engaging in?

Accepted Answer

A)  talent management 
B)  setting performance standards 
C)  an evaluation interview 
D)  a 360-degree performance appraisal 
E)  establishing a performance improvement plan 
A)  talent management 
B)  setting performance standards 
C)  an evaluation interview 
D)  a 360-degree performance appraisal 
E)  establishing a performance improvement plan

Question 7

When a rating scale is used to evaluate performance, who usually completes the form?

Accepted Answer

A)  the immediate supervisor 
B)  an internal HR specialist 
C)  an external consultant 
D)  subordinates 
E)  peers 
A)  the immediate supervisor 
B)  an internal HR specialist 
C)  an external consultant 
D)  subordinates 
E)  peers

Question 8

The tell-and-listen approach to an employee appraisal interview reviews the employee's performance and tries to convince the employee to perform better.

Accepted Answer

A) True 
 B)False

Question 9

Performance standards are the benchmarks against which performance is measured.

Accepted Answer

A) True 
 B)False

Question 10

The performance evaluation method that requires a rater to place each employee in order from best to worst is the:

Accepted Answer

A)  behaviour observation scale 
B)  behaviourally anchored rating scale 
C)  ranking method 
D)  performance tests and observations 
E)  forced distribution method 
A)  behaviour observation scale 
B)  behaviourally anchored rating scale 
C)  ranking method 
D)  performance tests and observations 
E)  forced distribution method

Question 11

The tendency for managers to evaluate employees as "average" as opposed to "effective" or "ineffective" describes which of the following rating errors?

Accepted Answer

A)  recency effect 
B)  leniency bias 
C)  central tendency bias 
D)  strictness bias 
E)  halo effect 
A)  recency effect 
B)  leniency bias 
C)  central tendency bias 
D)  strictness bias 
E)  halo effect

Question 12

The HR department usually develops performance appraisals for employees in all departments to ensure uniformity.

Accepted Answer

A) True 
 B)False

Question 13

The design of a performance appraisal process will depend on which of the following?

Accepted Answer

A)  how much administrative work HR can handle 
B)  employees' career plans 
C)  the purpose of the performance appraisal system 
D)  what the organization expects in terms of performance 
E)  which performance raters need training 
A)  how much administrative work HR can handle 
B)  employees' career plans 
C)  the purpose of the performance appraisal system 
D)  what the organization expects in terms of performance 
E)  which performance raters need training

Question 14

Maintaining a sound performance management program requires involvement from who when determining the indicators of performance?

Accepted Answer

A)  managers 
B)  supervisors 
C)  internal consultants 
D)  employees 
E)  industry experts 
A)  managers 
B)  supervisors 
C)  internal consultants 
D)  employees 
E)  industry experts

Question 15

Indirect subjective performance measures tend to minimize the personal biases of the evaluator.

Accepted Answer

A) True 
 B)False

Question 16

Most human resource departments dislike using self-appraisals because they offer little job-related feedback.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following steps for establishing a performance improvement plan involves seeking assistance from the HR department to ensure that the plan is clear, specific, unemotional, and attainable within the set time frame?

Accepted Answer

A)  developing an action plan 
B)  following up 
C)  getting started 
D)  meeting with the employee 
E)  reviewing the performance improvement plan 
A)  developing an action plan 
B)  following up 
C)  getting started 
D)  meeting with the employee 
E)  reviewing the performance improvement plan

Question 18

When a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance, the supervisor is committing which rater error?

Accepted Answer

A)  halo effect 
B)  error of central tendency 
C)  leniency bias 
D)  contrast error 
E)  personal prejudice 
A)  halo effect 
B)  error of central tendency 
C)  leniency bias 
D)  contrast error 
E)  personal prejudice

Question 19

What is performance appraisal being used for when performance evaluations give stronger performers pay raises and transfers weaker performers?

Accepted Answer

A)  career planning 
B)  test validation 
C)  performance improvement 
D)  employee development 
E)  administrative tasks 
A)  career planning 
B)  test validation 
C)  performance improvement 
D)  employee development 
E)  administrative tasks

Question 20

A highly valid performance appraisal system is based on which of the following?

Accepted Answer

A)  measurement criteria that are relevant to job performance 
B)  reliable measures 
C)  subjective measurements 
D)  frequent feedback 
E)  indirect observation of performance 
A)  measurement criteria that are relevant to job performance 
B)  reliable measures 
C)  subjective measurements 
D)  frequent feedback 
E)  indirect observation of performance

During an evaluation interview, negative comments should focus on an employee's personality as opposed to their job performance.

A good method for overcoming the biases of leniency, strictness, and central tendency in performance appraisal is the forced distributions method.

Which of the following needs to be considered after the purpose of a performance appraisal system has been established and the system has been linked to organizational objectives?

Which of the following is a non-comparative performance evaluation method?

The problem-solving approach to an employee evaluation interview allows the employee to explain reasons, excuses, and defensive feelings about why performance is deficient.

If an evaluator is providing an employee with feedback about their past performance or future potential using "the tell and sell" approach, what is the evaluator engaging in?

When a rating scale is used to evaluate performance, who usually completes the form?

The tell-and-listen approach to an employee appraisal interview reviews the employee's performance and tries to convince the employee to perform better.

Performance standards are the benchmarks against which performance is measured.

The performance evaluation method that requires a rater to place each employee in order from best to worst is the:

The tendency for managers to evaluate employees as "average" as opposed to "effective" or "ineffective" describes which of the following rating errors?

The HR department usually develops performance appraisals for employees in all departments to ensure uniformity.

The design of a performance appraisal process will depend on which of the following?

Maintaining a sound performance management program requires involvement from who when determining the indicators of performance?

Indirect subjective performance measures tend to minimize the personal biases of the evaluator.

Most human resource departments dislike using self-appraisals because they offer little job-related feedback.

Which of the following steps for establishing a performance improvement plan involves seeking assistance from the HR department to ensure that the plan is clear, specific, unemotional, and attainable within the set time frame?

When a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance, the supervisor is committing which rater error?

What is performance appraisal being used for when performance evaluations give stronger performers pay raises and transfers weaker performers?

A highly valid performance appraisal system is based on which of the following?

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

During an evaluation interview, negative comments should focus on an employee's personality as opposed to their job performance.

A good method for overcoming the biases of leniency, strictness, and central tendency in performance appraisal is the forced distributions method.

Which of the following needs to be considered after the purpose of a performance appraisal system has been established and the system has been linked to organizational objectives?

Which of the following is a non-comparative performance evaluation method?

The problem-solving approach to an employee evaluation interview allows the employee to explain reasons, excuses, and defensive feelings about why performance is deficient.

If an evaluator is providing an employee with feedback about their past performance or future potential using "the tell and sell" approach, what is the evaluator engaging in?

When a rating scale is used to evaluate performance, who usually completes the form?

The tell-and-listen approach to an employee appraisal interview reviews the employee's performance and tries to convince the employee to perform better.

Performance standards are the benchmarks against which performance is measured.

The performance evaluation method that requires a rater to place each employee in order from best to worst is the:

The tendency for managers to evaluate employees as "average" as opposed to "effective" or "ineffective" describes which of the following rating errors?

The HR department usually develops performance appraisals for employees in all departments to ensure uniformity.

The design of a performance appraisal process will depend on which of the following?

Maintaining a sound performance management program requires involvement from who when determining the indicators of performance?

Indirect subjective performance measures tend to minimize the personal biases of the evaluator.

Most human resource departments dislike using self-appraisals because they offer little job-related feedback.

Which of the following steps for establishing a performance improvement plan involves seeking assistance from the HR department to ensure that the plan is clear, specific, unemotional, and attainable within the set time frame?

When a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance, the supervisor is committing which rater error?

What is performance appraisal being used for when performance evaluations give stronger performers pay raises and transfers weaker performers?

A highly valid performance appraisal system is based on which of the following?

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