Question 1

When it comes to performance appraisals, most firms combine

Accepted Answer

A)  computerized techniques and BARS. 
B)  manual techniques and MBO. 
C)  computerized and narrative techniques. 
D)  several appraisal techniques. 
E)  manual and subjective techniques. 
A)  computerized techniques and BARS. 
B)  manual techniques and MBO. 
C)  computerized and narrative techniques. 
D)  several appraisal techniques. 
E)  manual and subjective techniques.

Question 2

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

Accepted Answer

Two points each for accurate identificat

Question 3

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

Accepted Answer

A)  training supervisors to eliminate rating errors. 
B)  refraining from confusing the employee by including him or her in the rating and evaluation process. 
C)  becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D)  trying to understand the problem in order to prevent it. 
E)  choosing the right appraisal tool. 
A)  training supervisors to eliminate rating errors. 
B)  refraining from confusing the employee by including him or her in the rating and evaluation process. 
C)  becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D)  trying to understand the problem in order to prevent it. 
E)  choosing the right appraisal tool.

Question 4

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

Accepted Answer

A)  reliable; valid 
B)  reliable; reliable 
C)  valid; measurable 
D)  measurable; valid 
E)  valid; reliable 
A)  reliable; valid 
B)  reliable; reliable 
C)  valid; measurable 
D)  measurable; valid 
E)  valid; reliable

Question 5

The basic problem with employee self-ratings is

Accepted Answer

A)  lack of anonymity. 
B)  employee reluctance to self-rate. 
C)  peers rate themselves lower than they are rated by supervisors or peers. 
D)  supervisor distrust of employee self-ratings. 
E)  employees rate themselves higher than they are rated by supervisors or peers. 
A)  lack of anonymity. 
B)  employee reluctance to self-rate. 
C)  peers rate themselves lower than they are rated by supervisors or peers. 
D)  supervisor distrust of employee self-ratings. 
E)  employees rate themselves higher than they are rated by supervisors or peers.

Question 6

The critical step in employees' understanding of how their work makes a contribution is

Accepted Answer

A)  the career planning session. 
B)  the promotion decision. 
C)  the appraisal session. 
D)  defining performance expectations. 
E)  the pay decision. 
A)  the career planning session. 
B)  the promotion decision. 
C)  the appraisal session. 
D)  defining performance expectations. 
E)  the pay decision.

Question 7

Rater training is the most important thing to do to improve performance appraisal accuracy.

Accepted Answer

A) True 
 B)False

Question 8

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

Accepted Answer

A) True 
 B)False

Question 9

When preparing for the appraisal interview, there are three things to do.First, assemble the data, second, prepare the employee, and finally,

Accepted Answer

A)  choose the time and place. 
B)  prepare the appraisal examination. 
C)  do the performance appraisal. 
D)  lay out an action plan. 
E)  document all information to be discussed in the interview. 
A)  choose the time and place. 
B)  prepare the appraisal examination. 
C)  do the performance appraisal. 
D)  lay out an action plan. 
E)  document all information to be discussed in the interview.

Question 10

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

Accepted Answer

A)  paired comparison method. 
B)  critical incident method. 
C)  alternation ranking method. 
D)  graphic rating scale. 
E)  forced distribution method. 
A)  paired comparison method. 
B)  critical incident method. 
C)  alternation ranking method. 
D)  graphic rating scale. 
E)  forced distribution method.

Question 11

Improving appraisal accuracy calls not just for training of supervisors, but also for

Accepted Answer

A)  a quantitative job evaluation system. 
B)  MBO. 
C)  reducing outside factors, such as union pressure and time constraints. 
D)  performance bonuses. 
E)  an effective employee orientation program. 
A)  a quantitative job evaluation system. 
B)  MBO. 
C)  reducing outside factors, such as union pressure and time constraints. 
D)  performance bonuses. 
E)  an effective employee orientation program.

Question 12

Because of good results, more employers are turning to a new approach to appraisal, namely a

Accepted Answer

A)  bell-shaped curve. 
B)  point method plan. 
C)  forced distribution system. 
D)  critical incidents narrative. 
E)  computerized performance appraisal system. 
A)  bell-shaped curve. 
B)  point method plan. 
C)  forced distribution system. 
D)  critical incidents narrative. 
E)  computerized performance appraisal system.

Question 13

When using a graphic rating scale, the central tendency error occurs when raters rate people too high.

Accepted Answer

A) True 
 B)False

Question 14

When using MBO, in order to avoid having the process demotivate employees, objectives must be

Accepted Answer

A)  easy to attain. 
B)  fair and attainable. 
C)  based on the employee's educational level. 
D)  difficult to attain. 
E)  the same for all employees in the same job. 
A)  easy to attain. 
B)  fair and attainable. 
C)  based on the employee's educational level. 
D)  difficult to attain. 
E)  the same for all employees in the same job.

Question 15

The individual ratings that are still the heart of most appraisal systems are the

Accepted Answer

A)  customer ratings. 
B)  individual ratings. 
C)  peer ratings. 
D)  self-paced ratings. 
E)  supervisor's ratings. 
A)  customer ratings. 
B)  individual ratings. 
C)  peer ratings. 
D)  self-paced ratings. 
E)  supervisor's ratings.

Question 16

To clarify performance expectations, ________ should be developed.

Accepted Answer

A)  strategic objectives 
B)  a list of traits 
C)  an HR strategy 
D)  a business plan 
E)  measurable standards 
A)  strategic objectives 
B)  a list of traits 
C)  an HR strategy 
D)  a business plan 
E)  measurable standards

Question 17

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal.What criticism of using this method do you advise her about?

Accepted Answer

A)  Traits being appraised are decided by management. 
B)  Predetermined percentages of employees are placed in performance categories. 
C)  Employees are rated on a comparison basis. 
D)  It is similar to grading on a curve. 
E)  A considerable proportion of the workforce is classified as less than average. 
A)  Traits being appraised are decided by management. 
B)  Predetermined percentages of employees are placed in performance categories. 
C)  Employees are rated on a comparison basis. 
D)  It is similar to grading on a curve. 
E)  A considerable proportion of the workforce is classified as less than average.

Question 18

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

Accepted Answer

A) True 
 B)False

Question 19

All of the following are advantages of various appraisal tools except that

Accepted Answer

A)  alternation ranking is simple to use. 
B)  forced distribution results depend on the adequacy of the original choice of cutoff points. 
C)  BARS is very accurate. 
D)  a graphic rating scale is simple to use. 
E)  MBO is tied to jointly agreed goals. 
A)  alternation ranking is simple to use. 
B)  forced distribution results depend on the adequacy of the original choice of cutoff points. 
C)  BARS is very accurate. 
D)  a graphic rating scale is simple to use. 
E)  MBO is tied to jointly agreed goals.

Question 20

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Accepted Answer

A) True 
 B)False

When it comes to performance appraisals, most firms combine

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.

The basic problem with employee self-ratings is

The critical step in employees' understanding of how their work makes a contribution is

Rater training is the most important thing to do to improve performance appraisal accuracy.

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

When preparing for the appraisal interview, there are three things to do.First, assemble the data, second, prepare the employee, and finally,

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

Improving appraisal accuracy calls not just for training of supervisors, but also for

Because of good results, more employers are turning to a new approach to appraisal, namely a

When using a graphic rating scale, the central tendency error occurs when raters rate people too high.

When using MBO, in order to avoid having the process demotivate employees, objectives must be

The individual ratings that are still the heart of most appraisal systems are the

To clarify performance expectations, ________ should be developed.

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

All of the following are advantages of various appraisal tools except that

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Performance Management

When it comes to performance appraisals, most firms combine

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

The basic problem with employee self-ratings is

The critical step in employees' understanding of how their work makes a contribution is

Rater training is the most important thing to do to improve performance appraisal accuracy.

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

When preparing for the appraisal interview, there are three things to do.First, assemble the data, second, prepare the employee, and finally,

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

Improving appraisal accuracy calls not just for training of supervisors, but also for

Because of good results, more employers are turning to a new approach to appraisal, namely a

When using a graphic rating scale, the central tendency error occurs when raters rate people too high.

When using MBO, in order to avoid having the process demotivate employees, objectives must be

The individual ratings that are still the heart of most appraisal systems are the

To clarify performance expectations, ________ should be developed.

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

All of the following are advantages of various appraisal tools except that

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.