Question 1

When job incumbents must rely on the contributions or cooperation of colleagues,the jobs are said to be mutually __________.

Accepted Answer

interdependent

Question 2

When raters officially evaluate employee,regardless of actual performance,as always "average' they are exhibiting the bias of ______________________.

Accepted Answer

central tendency

Question 3

To provide an accurate picture of an individual's job performance,appraisal systems should do all the below except

Accepted Answer

A) evaluate behaviours that constitute job success 
B) minimize unfavourable feedback at all times 
C) be practical and understood (not overly complicated) 
D) have standards that relate to desired results 
E) employ dependable measures that are reliable and reasonably easy to use 
A) evaluate behaviours that constitute job success 
B) minimize unfavourable feedback at all times 
C) be practical and understood (not overly complicated) 
D) have standards that relate to desired results 
E) employ dependable measures that are reliable and reasonably easy to use B

Question 4

Performance evaluation methods where employees are compared to one another in some way are referred to as __________ evaluation methods.

Accepted Answer

The answer of Performance evaluation methods where employees are compared...

Question 5

Rater biases in personnel evaluation can include all of the following except the

Accepted Answer

A) halo effect 
B) recency effect 
C) glass-ceiling bias 
D) strictness bias 
E) central tendency error 
A) halo effect 
B) recency effect 
C) glass-ceiling bias 
D) strictness bias 
E) central tendency error

Question 6

The performance appraisal process is not an effective tool to measure the value of the human resource management function.

Accepted Answer

A) True 
 B)False

Question 7

Sound performance management programs make a clear connection between company goals and employee ___________.

Accepted Answer

The answer of Sound performance management programs make a clear...

Question 8

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 9

Are direct and objective measures of performance usually better than indirect and subjective measures? Why or why not?

Accepted Answer

Direct and objective measures of perform

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

What objectives do organizations try to achieve through an efficient and effective performance management system?

Accepted Answer

Organizations try to achieve several obj

Question 12

The ranking method and forced distributions are examples of __________ performance evaluation methods

Accepted Answer

A) non-comparative 
B) comparative 
C) behaviourally anchored 
D) critical incident 
E) future-oriented 
A) non-comparative 
B) comparative 
C) behaviourally anchored 
D) critical incident 
E) future-oriented

Question 13

Simplicity is a sufficient condition for a performance appraisal system to be practical.

Accepted Answer

A) True 
 B)False

Question 14

In performance management,a critical aspect of a company's strategy,which if not met would result in lower customer satisfaction and undesirable organizational consequences is referred to as

Accepted Answer

A) performance objectives 
B) performance goals 
C) performance measurement 
D) output measures 
E) outcome measures 
A) performance objectives 
B) performance goals 
C) performance measurement 
D) output measures 
E) outcome measures

Question 15

The appraisal method for employee performance that requires a supervisor to record statements that describe extremely effective of ineffective behaviour related to job performance is called the behaviourally anchored rating scales method.

Accepted Answer

A) True 
 B)False

Question 16

The tell-and-listen approach to an employee appraisal interview allows the employee to explain reasons,excuses,and defensive feelings about performance.

Accepted Answer

A) True 
 B)False

Question 17

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

Question 18

The performance appraisal method that requires a rater to provide a subjective evaluation of an individual's performance is called

Accepted Answer

A) checklist 
B) rating scale 
C) self-assessment scale 
D) forced-choice method 
E) paired-comparisons method 
A) checklist 
B) rating scale 
C) self-assessment scale 
D) forced-choice method 
E) paired-comparisons method

Question 19

Human resource departments are sometimes unintentionally to blame for supervisors falling into the central tendency bias when evaluating employees,particularly when a human resource department

Accepted Answer

A) informs supervisors not to cause any trouble with the union 
B) requires supervisors to justify very high or low ratings 
C) feels that it cannot replace a poor employee in a key position 
D) doesn't want to deal with grievances 
E) is in the process of downsizing 
A) informs supervisors not to cause any trouble with the union 
B) requires supervisors to justify very high or low ratings 
C) feels that it cannot replace a poor employee in a key position 
D) doesn't want to deal with grievances 
E) is in the process of downsizing

Question 20

Likely,the most used form of performance appraisal (though not necessarily the most effective)continues to be the

Accepted Answer

A) checklist 
B) behaviourally anchored rating scale 
C) rating scale 
D) assessment centre 
E) self-appraisal 
A) checklist 
B) behaviourally anchored rating scale 
C) rating scale 
D) assessment centre 
E) self-appraisal

When job incumbents must rely on the contributions or cooperation of colleagues,the jobs are said to be mutually __________.

When raters officially evaluate employee,regardless of actual performance,as always "average' they are exhibiting the bias of ______________________.

To provide an accurate picture of an individual's job performance,appraisal systems should do all the below except

Performance evaluation methods where employees are compared to one another in some way are referred to as __________ evaluation methods.

Rater biases in personnel evaluation can include all of the following except the

The performance appraisal process is not an effective tool to measure the value of the human resource management function.

Sound performance management programs make a clear connection between company goals and employee ___________.

The Behaviour Observation Scale (BOS)method of performance appraisal

Are direct and objective measures of performance usually better than indirect and subjective measures? Why or why not?

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

What objectives do organizations try to achieve through an efficient and effective performance management system?

The ranking method and forced distributions are examples of __________ performance evaluation methods

Simplicity is a sufficient condition for a performance appraisal system to be practical.

In performance management,a critical aspect of a company's strategy,which if not met would result in lower customer satisfaction and undesirable organizational consequences is referred to as

The appraisal method for employee performance that requires a supervisor to record statements that describe extremely effective of ineffective behaviour related to job performance is called the behaviourally anchored rating scales method.

The tell-and-listen approach to an employee appraisal interview allows the employee to explain reasons,excuses,and defensive feelings about performance.

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

The performance appraisal method that requires a rater to provide a subjective evaluation of an individual's performance is called

Human resource departments are sometimes unintentionally to blame for supervisors falling into the central tendency bias when evaluating employees,particularly when a human resource department

Likely,the most used form of performance appraisal (though not necessarily the most effective)continues to be the

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Selection

Orientation, Training and Development and Career Planning

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters

Exam 8: Performance Management

When job incumbents must rely on the contributions or cooperation of colleagues,the jobs are said to be mutually __________.

When raters officially evaluate employee,regardless of actual performance,as always "average' they are exhibiting the bias of ______________________.

To provide an accurate picture of an individual's job performance,appraisal systems should do all the below except

Performance evaluation methods where employees are compared to one another in some way are referred to as __________ evaluation methods.

Rater biases in personnel evaluation can include all of the following except the

The performance appraisal process is not an effective tool to measure the value of the human resource management function.

Sound performance management programs make a clear connection between company goals and employee ___________.

The Behaviour Observation Scale (BOS)method of performance appraisal

Are direct and objective measures of performance usually better than indirect and subjective measures? Why or why not?

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

What objectives do organizations try to achieve through an efficient and effective performance management system?

The ranking method and forced distributions are examples of __________ performance evaluation methods

Simplicity is a sufficient condition for a performance appraisal system to be practical.

In performance management,a critical aspect of a company's strategy,which if not met would result in lower customer satisfaction and undesirable organizational consequences is referred to as

The appraisal method for employee performance that requires a supervisor to record statements that describe extremely effective of ineffective behaviour related to job performance is called the behaviourally anchored rating scales method.

The tell-and-listen approach to an employee appraisal interview allows the employee to explain reasons,excuses,and defensive feelings about performance.

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

The performance appraisal method that requires a rater to provide a subjective evaluation of an individual's performance is called

Human resource departments are sometimes unintentionally to blame for supervisors falling into the central tendency bias when evaluating employees,particularly when a human resource department

Likely,the most used form of performance appraisal (though not necessarily the most effective)continues to be the

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Selection

Orientation, Training and Development and Career Planning

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters