Question 1

Performance evaluation for contingency employees tends to have particular challenges attached,including:

Accepted Answer

A) that they are specialists 
B) that their jobs are too complex 
C) that they are sometimes paid differently and are not included in the employee benefit package 
D) that they may have little knowledge of the organization's culture and goals 
E) that since contingency workers are only hired under employment equity,they have to be judged differently 
A) that they are specialists 
B) that their jobs are too complex 
C) that they are sometimes paid differently and are not included in the employee benefit package 
D) that they may have little knowledge of the organization's culture and goals 
E) that since contingency workers are only hired under employment equity,they have to be judged differently D

Question 2

An organization cannot set performance standards if it has not first set performance measures.

Accepted Answer

A) True 
 B)False  False

Question 3

Comparative performance evaluation methods include the ranking method and forced distributions.

Accepted Answer

A) True 
 B)False  True

Question 4

The halo effect as a rater bias,is most severe when:

Accepted Answer

A) a rater is too harsh in their evaluations 
B) the extremes of "excellent" or "very poor" are used more than necessary 
C) raters choose to remain emotionally detached 
D) a rater must evaluate their friends 
E) only the most recent employee performance is considered 
A) a rater is too harsh in their evaluations 
B) the extremes of "excellent" or "very poor" are used more than necessary 
C) raters choose to remain emotionally detached 
D) a rater must evaluate their friends 
E) only the most recent employee performance is considered

Question 5

The leniency and strictness biases occur when raters are either consistently too easy or too harsh in evaluating performance.

Accepted Answer

A) True 
 B)False

Question 6

Human resource specialists design behaviourally anchored rating scales for any given job by collecting descriptions of what would constitute effective and ineffective performance for that job.Information is collected from all the following EXCEPT:

Accepted Answer

A) incumbents 
B) job analysts 
C) superiors 
D) job analysts. 
E) customers 
A) incumbents 
B) job analysts 
C) superiors 
D) job analysts. 
E) customers

Question 7

Performance appraisals can alert the human resource department to problems in staffing procedures.

Accepted Answer

A) True 
 B)False

Question 8

One serious problem with all subjective measures of employee evaluation is the problem of:

Accepted Answer

A) rater bias 
B) employee misunderstandings 
C) impersonal objectivity that ignores character traits 
D) evaluator exhaustion 
E) excessive expenditures 
A) rater bias 
B) employee misunderstandings 
C) impersonal objectivity that ignores character traits 
D) evaluator exhaustion 
E) excessive expenditures

Question 9

The __________________ happens when a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance.

Accepted Answer

A) halo effect 
B) error of central tendency 
C) leniency bias 
D) fundamental attribution error 
E) disproportionate influence bias 
A) halo effect 
B) error of central tendency 
C) leniency bias 
D) fundamental attribution error 
E) disproportionate influence bias

Question 10

Past-oriented performance appraisal approaches include which of the following?

Accepted Answer

A) rating scale 
B) performance test and observation 
C) behavioural observation scale 
D) behaviourally anchored rating scales 
E) all of the choices 
A) rating scale 
B) performance test and observation 
C) behavioural observation scale 
D) behaviourally anchored rating scales 
E) all of the choices

Question 11

Non-comparative performance evaluation methods can include:

Accepted Answer

A) 360-degree performance appraisals 
B) ranking method 
C) job analysis 
D) forced distributions 
E) forced checklist 
A) 360-degree performance appraisals 
B) ranking method 
C) job analysis 
D) forced distributions 
E) forced checklist

Question 12

While the 360-degree appraisal method is gaining popularity,it requires at the least __________ in order to have a chance to work

Accepted Answer

A) a suitable corporate culture 
B) professional evaluators 
C) cost-effective management 
D) a minimum 500 person employee base 
E) a decent employee benefit plan 
A) a suitable corporate culture 
B) professional evaluators 
C) cost-effective management 
D) a minimum 500 person employee base 
E) a decent employee benefit plan

Question 13

Business strategy,performance management,and compensation systems should be carefully linked.

Accepted Answer

A) True 
 B)False

Question 14

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 15

Evaluation interviews:

Accepted Answer

A) are done during the selection process 
B) do not involve performance feedback 
C) can involve feedback approaches such as tell and sell,tell and listen,and problem-solving 
D) are the final step in the dismissal process 
E) are not done if a performance appraisal is done instead 
A) are done during the selection process 
B) do not involve performance feedback 
C) can involve feedback approaches such as tell and sell,tell and listen,and problem-solving 
D) are the final step in the dismissal process 
E) are not done if a performance appraisal is done instead

Question 16

In many cases a major problem with performance appraisal methods is:

Accepted Answer

A) that raters (usually supervisors)don't understand the process 
B) that the human resource department gets too involved 
C) that they oppose the employment equity legislation 
D) that they oppose the employment equity legislation. 
E) that they accurately measure performance 
A) that raters (usually supervisors)don't understand the process 
B) that the human resource department gets too involved 
C) that they oppose the employment equity legislation 
D) that they oppose the employment equity legislation. 
E) that they accurately measure performance

Question 17

Objective performance measures are usually less reliable than subjective ones because of the risk of rater biases.

Accepted Answer

A) True 
 B)False

Question 18

In performance appraisal systems,it is important for human resource managers to know that while valid criteria tend to be reliable,reliable criteria are not necessarily valid.

Accepted Answer

A) True 
 B)False

Question 19

Performance standards are the benchmarks against which performance is measured.

Accepted Answer

A) True 
 B)False

Question 20

The key elements in a performance appraisal system include all of the following EXCEPT:

Accepted Answer

A) the appraisal interview 
B) performance measures 
C) performance-related criteria 
D) feedback 
E) job analysis 
A) the appraisal interview 
B) performance measures 
C) performance-related criteria 
D) feedback 
E) job analysis

Performance evaluation for contingency employees tends to have particular challenges attached,including:

An organization cannot set performance standards if it has not first set performance measures.

Comparative performance evaluation methods include the ranking method and forced distributions.

The halo effect as a rater bias,is most severe when:

The leniency and strictness biases occur when raters are either consistently too easy or too harsh in evaluating performance.

Human resource specialists design behaviourally anchored rating scales for any given job by collecting descriptions of what would constitute effective and ineffective performance for that job.Information is collected from all the following EXCEPT:

Performance appraisals can alert the human resource department to problems in staffing procedures.

One serious problem with all subjective measures of employee evaluation is the problem of:

The __________________ happens when a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance.

Past-oriented performance appraisal approaches include which of the following?

Non-comparative performance evaluation methods can include:

While the 360-degree appraisal method is gaining popularity,it requires at the least __________ in order to have a chance to work

Business strategy,performance management,and compensation systems should be carefully linked.

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

Evaluation interviews:

In many cases a major problem with performance appraisal methods is:

Objective performance measures are usually less reliable than subjective ones because of the risk of rater biases.

In performance appraisal systems,it is important for human resource managers to know that while valid criteria tend to be reliable,reliable criteria are not necessarily valid.

Performance standards are the benchmarks against which performance is measured.

The key elements in a performance appraisal system include all of the following EXCEPT:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, 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

Global Human Resource Management

Filters

Exam 8: Performance Management

Performance evaluation for contingency employees tends to have particular challenges attached,including:

An organization cannot set performance standards if it has not first set performance measures.

Comparative performance evaluation methods include the ranking method and forced distributions.

The halo effect as a rater bias,is most severe when:

The leniency and strictness biases occur when raters are either consistently too easy or too harsh in evaluating performance.

Human resource specialists design behaviourally anchored rating scales for any given job by collecting descriptions of what would constitute effective and ineffective performance for that job.Information is collected from all the following EXCEPT:

Performance appraisals can alert the human resource department to problems in staffing procedures.

One serious problem with all subjective measures of employee evaluation is the problem of:

The __________________ happens when a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance.

Past-oriented performance appraisal approaches include which of the following?

Non-comparative performance evaluation methods can include:

While the 360-degree appraisal method is gaining popularity,it requires at the least __________ in order to have a chance to work

Business strategy,performance management,and compensation systems should be carefully linked.

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

Evaluation interviews:

In many cases a major problem with performance appraisal methods is:

Objective performance measures are usually less reliable than subjective ones because of the risk of rater biases.

In performance appraisal systems,it is important for human resource managers to know that while valid criteria tend to be reliable,reliable criteria are not necessarily valid.

Performance standards are the benchmarks against which performance is measured.

The key elements in a performance appraisal system include all of the following EXCEPT:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, 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

Global Human Resource Management

Filters