Question 1

Future-oriented performance appraisal methods include the management-by-objectives and assessment centre approaches.

Accepted Answer

A) True 
 B)False

Question 2

Human resource departments can unintentionally encourage the error of central tendency by requiring supervisors to justify extremely high or low employee performance ratings.

Accepted Answer

A) True 
 B)False

Question 3

Rater guidelines for effective performance evaluation interviews include all the following EXCEPT:

Accepted Answer

A) emphasize positive aspects 
B) make any criticisms specific rather than general and vague 
C) conduct feedback in private 
D) argue if it is necessary to make the point with the employee 
E) identify specific performance improvement actions that can be taken 
A) emphasize positive aspects 
B) make any criticisms specific rather than general and vague 
C) conduct feedback in private 
D) argue if it is necessary to make the point with the employee 
E) identify specific performance improvement actions that can be taken

Question 4

One of the objectives of a performance management system is to include measures of employee satisfaction,motivation,and customer service.

Accepted Answer

A) True 
 B)False

Question 5

In order to be effective,performance standards must always be designed so as to be:

Accepted Answer

A) in accordance with each employee's specific abilities rather than to desired results of the job 
B) equally balanced between an employee's performance abilities and the organization's desired results 
C) concerned with the desired results wanted on each job,but with employee abilities considered 
D) concerned with what is required of each job without individual employee abilities considered 
E) so challenging as to be impossible to completely achieve successfully 
A) in accordance with each employee's specific abilities rather than to desired results of the job 
B) equally balanced between an employee's performance abilities and the organization's desired results 
C) concerned with the desired results wanted on each job,but with employee abilities considered 
D) concerned with what is required of each job without individual employee abilities considered 
E) so challenging as to be impossible to completely achieve successfully

Question 6

Performance appraisals are used for compensation adjustments,training needs,and placement decisions.

Accepted Answer

A) True 
 B)False

Question 7

Indirect subjective performance measures are usually the most effective as they tend to minimize the personal biases of the evaluator.

Accepted Answer

A) True 
 B)False

Question 8

Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Accepted Answer

A) True 
 B)False

Question 9

Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

Accepted Answer

A) True 
 B)False

Question 10

Job analysis has a direct impact on performance appraisal by:

Accepted Answer

A) uncovering specific performance criteria 
B) ignoring job standards 
C) utilizing external workforce analysis 
D) negotiating union contracts 
E) setting sales goals 
A) uncovering specific performance criteria 
B) ignoring job standards 
C) utilizing external workforce analysis 
D) negotiating union contracts 
E) setting sales goals

Question 11

Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.

Accepted Answer

A) True 
 B)False

Question 12

Effective performance appraisals can make up for poor staffing or job design procedures.

Accepted Answer

A) True 
 B)False

Question 13

The Behaviour Observation Scale (BOS)method of performance appraisal:

Accepted Answer

A) is another name for the rating scale method 
B) is easily standardized and reduces rater bias 
C) is disliked by both raters and employees because it provides little useful feedback 
D) is easy for supervisors to maintain an interest in and carry out 
E) has a drawback in that supervisors tend to lose interest in recording incidents 
A) is another name for the rating scale method 
B) is easily standardized and reduces rater bias 
C) is disliked by both raters and employees because it provides little useful feedback 
D) is easy for supervisors to maintain an interest in and carry out 
E) has a drawback in that supervisors tend to lose interest in recording incidents

Question 14

To be useful,an organization's performance appraisal must be effective and __________ by all employees.

Accepted Answer

A) signed 
B) assessed 
C) subject to discontinuation 
D) accepted 
E) easily corrupted 
A) signed 
B) assessed 
C) subject to discontinuation 
D) accepted 
E) easily corrupted

Question 15

Performance measures are:

Accepted Answer

A) the benchmarks against which performance is measured 
B) the ratings used to evaluate performance 
C) the standards against which an organization compares itself to the competition 
D) dependent to a great degree upon each individual employee 
E) the same as performance standards 
A) the benchmarks against which performance is measured 
B) the ratings used to evaluate performance 
C) the standards against which an organization compares itself to the competition 
D) dependent to a great degree upon each individual employee 
E) the same as performance standards

Question 16

A future-oriented performance appraisal allows the human resource department to provide feedback to the employees as to the status of their career progression.

Accepted Answer

A) True 
 B)False

Question 17

Performance objectives transform organizational objectives into measurable outcomes to be used for internal management purposes.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is TRUE of the cascading goals approach to setting performance goals?

Accepted Answer

A) it may produce more meaningful and clearer goals 
B) there is a risk being distorted down the chain until the individual goal no longer contributes to the organization goal 
C) it is faster than the linking up approach 
D) it allows for a direct line of sight between the individual goals and the organization's objectives 
E) it does not show how the employee's contributions affect the overall functioning of the organization 
A) it may produce more meaningful and clearer goals 
B) there is a risk being distorted down the chain until the individual goal no longer contributes to the organization goal 
C) it is faster than the linking up approach 
D) it allows for a direct line of sight between the individual goals and the organization's objectives 
E) it does not show how the employee's contributions affect the overall functioning of the organization

Question 19

Which of the following are characteristics of an effective performance management process?

Accepted Answer

A) employee participation in performance goals 
B) training employees on how to take a performance appraisal 
C) frequent feedback 
D) reliability 
E) all of the choices 
A) employee participation in performance goals 
B) training employees on how to take a performance appraisal 
C) frequent feedback 
D) reliability 
E) all of the choices

Question 20

Performance appraisals include several variables including corporate culture,organizational benchmarks,and performance management.

Accepted Answer

A) True 
 B)False

Future-oriented performance appraisal methods include the management-by-objectives and assessment centre approaches.

Human resource departments can unintentionally encourage the error of central tendency by requiring supervisors to justify extremely high or low employee performance ratings.

Rater guidelines for effective performance evaluation interviews include all the following EXCEPT:

One of the objectives of a performance management system is to include measures of employee satisfaction,motivation,and customer service.

In order to be effective,performance standards must always be designed so as to be:

Performance appraisals are used for compensation adjustments,training needs,and placement decisions.

Indirect subjective performance measures are usually the most effective as they tend to minimize the personal biases of the evaluator.

Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

Job analysis has a direct impact on performance appraisal by:

Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.

Effective performance appraisals can make up for poor staffing or job design procedures.

The Behaviour Observation Scale (BOS)method of performance appraisal:

To be useful,an organization's performance appraisal must be effective and __________ by all employees.

Performance measures are:

A future-oriented performance appraisal allows the human resource department to provide feedback to the employees as to the status of their career progression.

Performance objectives transform organizational objectives into measurable outcomes to be used for internal management purposes.

Which of the following is TRUE of the cascading goals approach to setting performance goals?

Which of the following are characteristics of an effective performance management process?

Performance appraisals include several variables including corporate culture,organizational benchmarks,and performance management.

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

Future-oriented performance appraisal methods include the management-by-objectives and assessment centre approaches.

Human resource departments can unintentionally encourage the error of central tendency by requiring supervisors to justify extremely high or low employee performance ratings.

Rater guidelines for effective performance evaluation interviews include all the following EXCEPT:

One of the objectives of a performance management system is to include measures of employee satisfaction,motivation,and customer service.

In order to be effective,performance standards must always be designed so as to be:

Performance appraisals are used for compensation adjustments,training needs,and placement decisions.

Indirect subjective performance measures are usually the most effective as they tend to minimize the personal biases of the evaluator.

Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

Job analysis has a direct impact on performance appraisal by:

Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.

Effective performance appraisals can make up for poor staffing or job design procedures.

The Behaviour Observation Scale (BOS)method of performance appraisal:

To be useful,an organization's performance appraisal must be effective and __________ by all employees.

Performance measures are:

A future-oriented performance appraisal allows the human resource department to provide feedback to the employees as to the status of their career progression.

Performance objectives transform organizational objectives into measurable outcomes to be used for internal management purposes.

Which of the following is TRUE of the cascading goals approach to setting performance goals?

Which of the following are characteristics of an effective performance management process?

Performance appraisals include several variables including corporate culture,organizational benchmarks,and performance management.

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