Question 1

SMART goals are best described as ________.

Accepted Answer

A)  specific, measurable, attainable, relevant, and timely 
B)  strategic, moderate, achievable, relevant, and timely 
C)  specific, measurable, achievable, relevant, and tested 
D)  straightforward, meaningful, accessible, real, and tested 
A)  specific, measurable, attainable, relevant, and timely 
B)  strategic, moderate, achievable, relevant, and timely 
C)  specific, measurable, achievable, relevant, and tested 
D)  straightforward, meaningful, accessible, real, and tested

Question 2

Dwayne, an IT specialist, is viewed by his supervisor and co-workers as unfriendly; however, his work quality is excellent. On his performance appraisal, Dwayne received unsatisfactory ratings for all traits. Which of the following appraisal problems most likely occurred?

Accepted Answer

A)  leniency 
B)  halo effect 
C)  central tendency 
D)  unclear standards 
A)  leniency 
B)  halo effect 
C)  central tendency 
D)  unclear standards

Question 3

Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. Which of the following, if true, supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?

Accepted Answer

A)  Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound. 
B)  Oshman executives want to align the firm's strategic plan with individual employee goals and development needs. 
C)  Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals. 
D)  Oshman executives believe that upward feedback helps managers improve their own management style and interpersonal skills. 
A)  Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound. 
B)  Oshman executives want to align the firm's strategic plan with individual employee goals and development needs. 
C)  Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals. 
D)  Oshman executives believe that upward feedback helps managers improve their own management style and interpersonal skills.

Question 4

Which performance appraisal tool is being used by a supervisor who places predetermined percentages of ratees into various performance categories?

Accepted Answer

A)  graphic ranking scale 
B)  alternation ranking 
C)  forced distribution 
D)  paired comparison 
A)  graphic ranking scale 
B)  alternation ranking 
C)  forced distribution 
D)  paired comparison

Question 5

What is the most likely problem with an appraisal that is too open to interpretation?

Accepted Answer

A)  biased 
B)  leniency 
C)  halo effect 
D)  unclear standards 
A)  biased 
B)  leniency 
C)  halo effect 
D)  unclear standards

SMART goals are best described as ________.

Dwayne, an IT specialist, is viewed by his supervisor and co-workers as unfriendly; however, his work quality is excellent. On his performance appraisal, Dwayne received unsatisfactory ratings for all traits. Which of the following appraisal problems most likely occurred?

Which performance appraisal tool is being used by a supervisor who places predetermined percentages of ratees into various performance categories?

What is the most likely problem with an appraisal that is too open to interpretation?

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Selecting Employees

Training and Developing Employees

Managing Employee Retention, Engagement, and Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Ethics, Employee Relations, and Fair Treatment at Work

Working with Unions and Resolving Disputes

Improving Occupational Safety, Health, and Risk Management

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Exam 8: Performance and Talent Management

SMART goals are best described as ________.

Dwayne, an IT specialist, is viewed by his supervisor and co-workers as unfriendly; however, his work quality is excellent. On his performance appraisal, Dwayne received unsatisfactory ratings for all traits. Which of the following appraisal problems most likely occurred?

Which performance appraisal tool is being used by a supervisor who places predetermined percentages of ratees into various performance categories?

What is the most likely problem with an appraisal that is too open to interpretation?

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Selecting Employees

Training and Developing Employees

Managing Employee Retention, Engagement, and Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Ethics, Employee Relations, and Fair Treatment at Work

Working with Unions and Resolving Disputes

Improving Occupational Safety, Health, and Risk Management

Filters