Question 1

When gathering performance data on an expatriate the best source(s) would be:

Accepted Answer

A)  host country supervisor's observations. 
B)  observations of host country supervisor and peers and home country supervisor's observations. 
C)  home country supervisor's interactions and observations. 
D)  home and host country coworker feedback. 
E)  host country customer survey results and host country supervisor observations. 
A)  host country supervisor's observations. 
B)  observations of host country supervisor and peers and home country supervisor's observations. 
C)  home country supervisor's interactions and observations. 
D)  home and host country coworker feedback. 
E)  host country customer survey results and host country supervisor observations.

Question 2

All of the following can impact an expatriates performance evaluation EXCEPT:

Accepted Answer

A)  compensation adjustment. 
B)  home country performance standards. 
C)  host country performance standards. 
D)  method of evaluation. 
E)  timeliness of the evaluation. 
A)  compensation adjustment. 
B)  home country performance standards. 
C)  host country performance standards. 
D)  method of evaluation. 
E)  timeliness of the evaluation.

Question 3

Using multiple raters or sources for performance evaluation data has which of the following advantages?

Accepted Answer

A)  Decreases rating errors 
B)  Increases timeliness 
C)  Decreases cost 
D)  Provides less variety of ratings 
E)  Enhances subjectivity 
A)  Decreases rating errors 
B)  Increases timeliness 
C)  Decreases cost 
D)  Provides less variety of ratings 
E)  Enhances subjectivity

Question 4

As the HR Manager you have been asked to create a plan that will help eliminate performance management errors such as halo effect, leniency error and so on. What steps will your plan include?

Accepted Answer

First it is important to include as much

Question 5

To ensure that employees view their performance management system as an ethical process an organization should:

Accepted Answer

A)  use senior management staff to design and implement the system. 
B)  focus primarily on procedural justice. 
C)  involve employees in the process by getting their input about their performance. 
D)  allow supervisor's to challenge the employee's self-appraisal ratings. 
E)  design the system so that it can be adjusted by supervisor staff to meet the needs of certain employees. 
A)  use senior management staff to design and implement the system. 
B)  focus primarily on procedural justice. 
C)  involve employees in the process by getting their input about their performance. 
D)  allow supervisor's to challenge the employee's self-appraisal ratings. 
E)  design the system so that it can be adjusted by supervisor staff to meet the needs of certain employees.

Question 6

When a supervisor compares the performance of an exceptional employee to the performance of an average employee and the average employee gets a lower score than if they were not compared, contrast effect has occurred.

Accepted Answer

A) True 
 B)False

Question 7

All of the following statements about behaviorally anchored rating scales (BARS) are accurate EXCEPT:

Accepted Answer

A)  BARS evaluates how often an employee displays certain behaviors on the job. 
B)  The consistency across raters who use BARS is relatively high. 
C)  BARS provides specific examples of different levels of behavior to help minimize subjectivity. 
D)  The creation of a BARS evaluation tool is time consuming. 
E)  BARS is job specific and therefore unique forms must be created for each position. 
A)  BARS evaluates how often an employee displays certain behaviors on the job. 
B)  The consistency across raters who use BARS is relatively high. 
C)  BARS provides specific examples of different levels of behavior to help minimize subjectivity. 
D)  The creation of a BARS evaluation tool is time consuming. 
E)  BARS is job specific and therefore unique forms must be created for each position.

Question 8

When employees are evaluated against a list of performance dimensions which have specific and scored performance standards related to the employee's attributes attached to them the evaluation method of ________ is most likely being used.

Accepted Answer

A)  forced distribution 
B)  critical incident 
C)  graphic rating scale 
D)  ranking 
E)  direct measures 
A)  forced distribution 
B)  critical incident 
C)  graphic rating scale 
D)  ranking 
E)  direct measures

Question 9

If performance management systems impact an employee's pay the employee may tend to be more vocal about the feedback a manager provides if it does not portray them as positively as they think it should.

Accepted Answer

A) True 
 B)False

Question 10

Performance ________ must be identified, then performance ________ developed before an employee's performance ________ can occur.

Accepted Answer

dimensions

Question 11

In some cases, when evaluating a telecommuter it is best to based performance feedback on things such as quantity or quality of work rather than their work place behaviors.

Accepted Answer

A) True 
 B)False

Question 12

Using things such as customer satisfaction surveys and coworker evaluation forms to gather performance feedback about an employee is known as a ________.

Accepted Answer

360 degree

Question 13

A car dealership would be most likely to use the ________ approach since a sales employee's work is evaluated based on a measurable outcome.

Accepted Answer

The answer of A car dealership would be most likely...

Question 14

Using global performance measures helps you break down an individuals job and focus on what areas they need to improve upon.

Accepted Answer

A) True 
 B)False

Question 15

To get good results, it is most important for action planning to include:

Accepted Answer

A)  specific goal statements and thorough training. 
B)  mentoring programs and coaching opportunities for the employee to take advantage of. 
C)  ways to remove barriers to the employee's success and have agreed upon targets and timeliness. 
D)  objectives set by the manager and specific timetables for completion. 
E)  clearly outlined steps and a pre-determined reward and recognition program. 
A)  specific goal statements and thorough training. 
B)  mentoring programs and coaching opportunities for the employee to take advantage of. 
C)  ways to remove barriers to the employee's success and have agreed upon targets and timeliness. 
D)  objectives set by the manager and specific timetables for completion. 
E)  clearly outlined steps and a pre-determined reward and recognition program.

Question 16

Which of the following is an example of poor performance?

Accepted Answer

A)  Constantly talking employees disrupt an employee's workflow and decrease the entire group's productivity. 
B)  An employee is trying hard to learn a new piece of equipment but continues to have low quality output. 
C)  All orientation and training have been completed by the employee does not seem to be interested in getting to work on time and takes extended breaks and lunches when he is at work. 
D)  B and C are correct. 
E)  All of the above are correct. 
A)  Constantly talking employees disrupt an employee's workflow and decrease the entire group's productivity. 
B)  An employee is trying hard to learn a new piece of equipment but continues to have low quality output. 
C)  All orientation and training have been completed by the employee does not seem to be interested in getting to work on time and takes extended breaks and lunches when he is at work. 
D)  B and C are correct. 
E)  All of the above are correct.

Question 17

All of the following statements about management by objectives is accurate EXCEPT:

Accepted Answer

A)  It is the preferred method to use when you want to compare employee performance. 
B)  It evaluates an employee's actual performance against specific goals. 
C)  It is most appropriate to use when evaluating managers or those in a professional level position. 
D)  Goals can and should be linked to the overall goals and strategy of the organization. 
E)  This approach is generally effective at motivating employee's to improve. 
A)  It is the preferred method to use when you want to compare employee performance. 
B)  It evaluates an employee's actual performance against specific goals. 
C)  It is most appropriate to use when evaluating managers or those in a professional level position. 
D)  Goals can and should be linked to the overall goals and strategy of the organization. 
E)  This approach is generally effective at motivating employee's to improve.

Question 18

Based on recent studies, if an organization has only a few minority employees, versus a larger minority population, diversity has more of an impact on performance ratings.

Accepted Answer

A) True 
 B)False

Question 19

Most often, disciplinary steps follow which of the following orders?

Accepted Answer

A)  suspension, written, verbal, termination. 
B)  written, suspension, termination. 
C)  verbal, suspension, written, termination. 
D)  verbal, written, suspension, termination. 
E)  written, verbal, termination. 
A)  suspension, written, verbal, termination. 
B)  written, suspension, termination. 
C)  verbal, suspension, written, termination. 
D)  verbal, written, suspension, termination. 
E)  written, verbal, termination.

Question 20

Performance management systems are important because they:

Accepted Answer

A)  create documentation related to disciplining or possibly terminating an employee. 
B)  can help managers make decisions about who to promote within the organization. 
C)  may be used to make compensation adjustments. 
D)  help identify areas where an employee may need further training or education. 
E)  All of the above are correct. 
A)  create documentation related to disciplining or possibly terminating an employee. 
B)  can help managers make decisions about who to promote within the organization. 
C)  may be used to make compensation adjustments. 
D)  help identify areas where an employee may need further training or education. 
E)  All of the above are correct.

When gathering performance data on an expatriate the best source(s) would be:

All of the following can impact an expatriates performance evaluation EXCEPT:

Using multiple raters or sources for performance evaluation data has which of the following advantages?

As the HR Manager you have been asked to create a plan that will help eliminate performance management errors such as halo effect, leniency error and so on. What steps will your plan include?

To ensure that employees view their performance management system as an ethical process an organization should:

When a supervisor compares the performance of an exceptional employee to the performance of an average employee and the average employee gets a lower score than if they were not compared, contrast effect has occurred.

All of the following statements about behaviorally anchored rating scales (BARS) are accurate EXCEPT:

When employees are evaluated against a list of performance dimensions which have specific and scored performance standards related to the employee's attributes attached to them the evaluation method of ________ is most likely being used.

If performance management systems impact an employee's pay the employee may tend to be more vocal about the feedback a manager provides if it does not portray them as positively as they think it should.

Performance must be identified, then performance developed before an employee's performance can occur.

In some cases, when evaluating a telecommuter it is best to based performance feedback on things such as quantity or quality of work rather than their work place behaviors.

Using things such as customer satisfaction surveys and coworker evaluation forms to gather performance feedback about an employee is known as a ________.

A car dealership would be most likely to use the ________ approach since a sales employee's work is evaluated based on a measurable outcome.

Using global performance measures helps you break down an individuals job and focus on what areas they need to improve upon.

To get good results, it is most important for action planning to include:

Which of the following is an example of poor performance?

All of the following statements about management by objectives is accurate EXCEPT:

Based on recent studies, if an organization has only a few minority employees, versus a larger minority population, diversity has more of an impact on performance ratings.

Most often, disciplinary steps follow which of the following orders?

Performance management systems are important because they:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Exam 9: Performance Management

When gathering performance data on an expatriate the best source(s) would be:

All of the following can impact an expatriates performance evaluation EXCEPT:

Using multiple raters or sources for performance evaluation data has which of the following advantages?

As the HR Manager you have been asked to create a plan that will help eliminate performance management errors such as halo effect, leniency error and so on. What steps will your plan include?

To ensure that employees view their performance management system as an ethical process an organization should:

When a supervisor compares the performance of an exceptional employee to the performance of an average employee and the average employee gets a lower score than if they were not compared, contrast effect has occurred.

All of the following statements about behaviorally anchored rating scales (BARS) are accurate EXCEPT:

When employees are evaluated against a list of performance dimensions which have specific and scored performance standards related to the employee's attributes attached to them the evaluation method of ________ is most likely being used.

If performance management systems impact an employee's pay the employee may tend to be more vocal about the feedback a manager provides if it does not portray them as positively as they think it should.

Performance ________ must be identified, then performance ________ developed before an employee's performance ________ can occur.

In some cases, when evaluating a telecommuter it is best to based performance feedback on things such as quantity or quality of work rather than their work place behaviors.

Using things such as customer satisfaction surveys and coworker evaluation forms to gather performance feedback about an employee is known as a ________.

A car dealership would be most likely to use the ________ approach since a sales employee's work is evaluated based on a measurable outcome.

Using global performance measures helps you break down an individuals job and focus on what areas they need to improve upon.

To get good results, it is most important for action planning to include:

Which of the following is an example of poor performance?

All of the following statements about management by objectives is accurate EXCEPT:

Based on recent studies, if an organization has only a few minority employees, versus a larger minority population, diversity has more of an impact on performance ratings.

Most often, disciplinary steps follow which of the following orders?

Performance management systems are important because they:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Performance must be identified, then performance developed before an employee's performance can occur.