Question 1

Which of the following is an essential component of an appraisal 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)  It can be divided into two sections, though this is not advisable. 
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)  It can be divided into two sections, though this is not advisable. 
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 2

Which of the following appraisal sources is most useful when the manager and the employee jointly establish future performance goals for each employee?

Accepted Answer

A)  team appraisal 
B)  peer appraisal 
C)  subordinate appraisal 
D)  self-appraisal 
A)  team appraisal 
B)  peer appraisal 
C)  subordinate appraisal 
D)  self-appraisal

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

Accepted Answer

A)  the process is central to many HRM decisions 
B)  they usually disagree with their ratings 
C)  their input is what makes it fair 
D)  a formal grievance process is required by law 
A)  the process is central to many HRM decisions 
B)  they usually disagree with their ratings 
C)  their input is what makes it fair 
D)  a formal grievance process is required by law

Question 5

If an appraisal program is used to provide a written appraisal 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 6

Which of the following is exemplified by a manager rating an employee higher than he or she deserves in order to look good as a manager in the eyes of the manager's own superiors?

Accepted Answer

A)  criterion deficiency 
B)  organizational politics 
C)  criterion contamination 
D)  administrative appraisal purpose 
A)  criterion deficiency 
B)  organizational politics 
C)  criterion contamination 
D)  administrative appraisal purpose

Question 7

Scenario 8.2
Jane is manager to 10 direct reports. She is currently concerned that she is perceived as a softy and so she has decided not to give out very many high ratings on this year's performance appraisal exercise. However, she doesn't want anyone to be fired, either, so she has also decided not to give out any very low ratings.
-Refer to Scenario 8.2. Which of the following will Jane's ratings suffer from?

Accepted Answer

A)  similar-to-self bias 
B)  leniency error 
C)  forced distribution 
D)  central tendency error 
A)  similar-to-self bias 
B)  leniency error 
C)  forced distribution 
D)  central tendency error

Question 8

Self-appraisals are best for which of the following?

Accepted Answer

A)  administrative purposes 
B)  developmental purposes 
C)  promotional purposes 
D)  regulatory purposes 
A)  administrative purposes 
B)  developmental purposes 
C)  promotional purposes 
D)  regulatory purposes

Question 9

A potential drawback of a trait-oriented performance appraisal is that it may be biased and subjective.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an important weakness of 360-degree feedback?

Accepted Answer

A)  In cases where feedback is not positive, it has been shown to increase voluntary turnover. 
B)  It is hard to know what to conclude if the appraisal results in conflicting opinions. 
C)  The quality of information is not as good as other types of appraisal systems. 
D)  The training can be demoralizing because it is so intense. 
A)  In cases where feedback is not positive, it has been shown to increase voluntary turnover. 
B)  It is hard to know what to conclude if the appraisal results in conflicting opinions. 
C)  The quality of information is not as good as other types of appraisal systems. 
D)  The training can be demoralizing because it is so intense.

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

Which of the following are the two primary purposes of performance appraisals?

Accepted Answer

A)  informative and developmental purposes 
B)  managerial and administrative purposes 
C)  managerial and informative purposes 
D)  administrative and developmental purposes 
A)  informative and developmental purposes 
B)  managerial and administrative purposes 
C)  managerial and informative purposes 
D)  administrative and developmental purposes

Question 13

The strategic relevance of performance appraisals refers to which of the following?

Accepted Answer

A)  the extent to which standards relate to the overall objectives of the organization 
B)  the extent to which standards capture the entire range of an employee's responsibilities 
C)  the extent to which individuals tend to maintain a certain level of performance over time 
D)  the extent to which factors outside the employee's control can influence performance 
A)  the extent to which standards relate to the overall objectives of the organization 
B)  the extent to which standards capture the entire range of an employee's responsibilities 
C)  the extent to which individuals tend to maintain a certain level of performance over time 
D)  the extent to which factors outside the employee's control can influence performance

Question 14

Why do employee appraisal programs sometimes fail?

Accepted Answer

In many organizations, performance appra

Question 15

What is the most important thing an organization can do to ensure that a performance appraisal process can withstand legal scrutiny?

Accepted Answer

A)  Base the standards on a sound job analysis and make sure all involved know what the standards are. 
B)  Make sure managers are not biased in their delivery of appraisal feedback. 
C)  Use calibration and train the managers on how to deliver feedback. 
D)  Make sure the tool is reliable. 
A)  Base the standards on a sound job analysis and make sure all involved know what the standards are. 
B)  Make sure managers are not biased in their delivery of appraisal feedback. 
C)  Use calibration and train the managers on how to deliver feedback. 
D)  Make sure the tool is reliable.

Question 16

Scenario 8.3
Canadian Fasteners Inc. has recently implemented a Human Resource (HR)system that assists with the recruitment and selection process, as well as administering a pension and benefits program. Included with these programs are training and development programs as well as yearly performance appraisals for both managers and agents who are jointly responsible for bringing in new accounts and maintaining existing ones. While these performance appraisals are done each year, mangers and agents do not receive feedback unless they are unhappy with their salary increases or bonuses. However, HR is now pushing the need for ongoing feedback as it is a key component of its compensation process.
-Refer to Scenario 8.3. Canadian Fasteners wants to embark on feedback sessions. Which of the following is NOT one of the key points to address?

Accepted Answer

A)  direct the feedback toward behaviour the employee can control 
B)  give specific examples of desirable and undesirable behaviours 
C)  provide timely feedback 
D)  focus feedback on the person, not behaviour 
A)  direct the feedback toward behaviour the employee can control 
B)  give specific examples of desirable and undesirable behaviours 
C)  provide timely feedback 
D)  focus feedback on the person, not behaviour

Question 17

Which of the following is a major issue surrounding "stretch goals"?

Accepted Answer

A)  They demoralize the employee. 
B)  They increase voluntary turnover. 
C)  They could be considered unethical for several reasons. 
D)  They cause disruptive behaviours to the point that they are more costly to the organization than they are financially advantageous. 
A)  They demoralize the employee. 
B)  They increase voluntary turnover. 
C)  They could be considered unethical for several reasons. 
D)  They cause disruptive behaviours to the point that they are more costly to the organization than they are financially advantageous.

Question 18

The HR managers at Organization M are very keen to tie all their HR practices in with organizational strategy, and performance appraisal is no exception. They would like to make clear the link between individual performance and organizational performance. Which of the following is the best type of appraisal method for the HR managers at Organization M?

Accepted Answer

A)  trait-based methods 
B)  results-based methods 
C)  behaviour-based methods 
D)  performance-based methods 
A)  trait-based methods 
B)  results-based methods 
C)  behaviour-based methods 
D)  performance-based methods

Question 19

In general, performance appraisal can be classified as either administrative or developmental.

Accepted Answer

A) True 
 B)False

Question 20

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

Accepted Answer

A) True 
 B)False

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

Which of the following appraisal sources is most useful when the manager and the employee jointly establish future performance goals for each employee?

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

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

If an appraisal program is used to provide a written appraisal 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.

Which of the following is exemplified by a manager rating an employee higher than he or she deserves in order to look good as a manager in the eyes of the manager's own superiors?

Self-appraisals are best for which of the following?

A potential drawback of a trait-oriented performance appraisal is that it may be biased and subjective.

Which of the following is an important weakness of 360-degree feedback?

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

Which of the following are the two primary purposes of performance appraisals?

The strategic relevance of performance appraisals refers to which of the following?

Why do employee appraisal programs sometimes fail?

What is the most important thing an organization can do to ensure that a performance appraisal process can withstand legal scrutiny?

Which of the following is a major issue surrounding "stretch goals"?

In general, performance appraisal can be classified as either administrative or developmental.

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding 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

Exam 8: Performance Management and the Employee Appraisal Process

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

Which of the following appraisal sources is most useful when the manager and the employee jointly establish future performance goals for each employee?

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

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

If an appraisal program is used to provide a written appraisal 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.

Which of the following is exemplified by a manager rating an employee higher than he or she deserves in order to look good as a manager in the eyes of the manager's own superiors?

Self-appraisals are best for which of the following?

A potential drawback of a trait-oriented performance appraisal is that it may be biased and subjective.

Which of the following is an important weakness of 360-degree feedback?

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

Which of the following are the two primary purposes of performance appraisals?

The strategic relevance of performance appraisals refers to which of the following?

Why do employee appraisal programs sometimes fail?

What is the most important thing an organization can do to ensure that a performance appraisal process can withstand legal scrutiny?

Which of the following is a major issue surrounding "stretch goals"?

In general, performance appraisal can be classified as either administrative or developmental.

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding 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