Question 1

In performance management,measuring the process of achieving present goals 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 2

The ideal performance management system provides incentives for employees to concentrate on improving things that contribute the most to value creation.

Accepted Answer

A) True 
 B)False

Question 3

Describe the elements and characteristics of an effective performance appraisal system.

Accepted Answer

An effective performance appraisal syste

Question 4

Simply because a performance standard is not fully under an employee's direct control does not mean that the standard is lacking in validity.

Accepted Answer

A) True 
 B)False

Question 5

A performance review session where a supervisor allows an employee to explain reasons,excuses,and defensive feelings about performance is called the

Accepted Answer

A) tell-and-sell approach 
B) problem-solving approach 
C) tell-and-listen approach 
D) participative approach 
E) supervisory listening approach 
A) tell-and-sell approach 
B) problem-solving approach 
C) tell-and-listen approach 
D) participative approach 
E) supervisory listening approach

Question 6

What types of rater biases may occur in a performance appraisal? What can be done to avoid or reduce them?

Accepted Answer

In performance appraisals, rater biases

Question 7

Performance measures are the benchmarks against which performance is measured.

Accepted Answer

A) True 
 B)False

Question 8

When it has been proven that rater training was not provided for performance appraisals,judges have tended to rule in favour of the company.

Accepted Answer

A) True 
 B)False

Question 9

The basic premise of the management-by-objectives approach as a performance evaluation technique is that future performance goals are jointly discussed and agreed upon by each __________ and __________.

Accepted Answer

The answer of The basic premise of the management-by-objectives approach...

Question 10

A recent method of employee appraisal involving evaluations made by the employee as well as by his or her peers,supervisors,and subordinates is called the 360-degree performance appraisal.

Accepted Answer

A) True 
 B)False

Question 11

A poor performance appraisal system can cause

Accepted Answer

A) HR departments to miss their objectives 
B) corporate goals to be met more easily 
C) employee-related decisions to be based on trial and error 
D) better hiring decisions 
E) more efficient and satisfactory compensation systems 
A) HR departments to miss their objectives 
B) corporate goals to be met more easily 
C) employee-related decisions to be based on trial and error 
D) better hiring decisions 
E) more efficient and satisfactory compensation systems

Question 12

The lowest degree of accuracy in performance evaluation comes from measures that are __________ and __________.

Accepted Answer

The answer of The lowest degree of accuracy in performance...

Question 13

The best way to describe an effective performance appraisal system is that it is a __________ process.

Accepted Answer

A) promotion 
B) participatory 
C) quality control check 
D) disciplinary 
E) management 
A) promotion 
B) participatory 
C) quality control check 
D) disciplinary 
E) management

Question 14

The difference between an appraisal method and an appraisal system is that

Accepted Answer

A) an appraisal system can encompass a variety of appraisal methods 
B) an appraisal method can encompass a variety of appraisal systems 
C) one cannot have an appraisal method if one has an appraisal system 
D) an appraisal method is used for unionized workers whereas an appraisal system is used for management 
E) there is never any difference between the two terms;they always mean the same thing 
A) an appraisal system can encompass a variety of appraisal methods 
B) an appraisal method can encompass a variety of appraisal systems 
C) one cannot have an appraisal method if one has an appraisal system 
D) an appraisal method is used for unionized workers whereas an appraisal system is used for management 
E) there is never any difference between the two terms;they always mean the same thing

Question 15

Performance appraisal is the process by which organizations evaluate employee job performance.

Accepted Answer

A) True 
 B)False

Question 16

Describe the different uses of performance appraisals.

Accepted Answer

Performance appraisals serve several imp

Question 17

How do past-oriented and future-oriented appraisal methods compare?

Accepted Answer

Past-oriented and future-oriented apprai

Question 18

Another dimension of performance evaluation measures is whether they are objective or __________.

Accepted Answer

The answer of Another dimension of performance evaluation measures is...

Question 19

__________________________ require raters to categorize employees into different classifications.

Accepted Answer

Forced dis

Question 20

What are your recommendations for conducting an evaluation interview?

Accepted Answer

Conducting an evaluation interview, ofte

In performance management,measuring the process of achieving present goals is referred to as

The ideal performance management system provides incentives for employees to concentrate on improving things that contribute the most to value creation.

Describe the elements and characteristics of an effective performance appraisal system.

Simply because a performance standard is not fully under an employee's direct control does not mean that the standard is lacking in validity.

A performance review session where a supervisor allows an employee to explain reasons,excuses,and defensive feelings about performance is called the

What types of rater biases may occur in a performance appraisal? What can be done to avoid or reduce them?

Performance measures are the benchmarks against which performance is measured.

When it has been proven that rater training was not provided for performance appraisals,judges have tended to rule in favour of the company.

The basic premise of the management-by-objectives approach as a performance evaluation technique is that future performance goals are jointly discussed and agreed upon by each and .

A recent method of employee appraisal involving evaluations made by the employee as well as by his or her peers,supervisors,and subordinates is called the 360-degree performance appraisal.

A poor performance appraisal system can cause

The lowest degree of accuracy in performance evaluation comes from measures that are and .

The best way to describe an effective performance appraisal system is that it is a __________ process.

The difference between an appraisal method and an appraisal system is that

Performance appraisal is the process by which organizations evaluate employee job performance.

Describe the different uses of performance appraisals.

How do past-oriented and future-oriented appraisal methods compare?

Another dimension of performance evaluation measures is whether they are objective or __________.

__________________________ require raters to categorize employees into different classifications.

What are your recommendations for conducting an evaluation interview?

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

In performance management,measuring the process of achieving present goals is referred to as

The ideal performance management system provides incentives for employees to concentrate on improving things that contribute the most to value creation.

Describe the elements and characteristics of an effective performance appraisal system.

Simply because a performance standard is not fully under an employee's direct control does not mean that the standard is lacking in validity.

A performance review session where a supervisor allows an employee to explain reasons,excuses,and defensive feelings about performance is called the

What types of rater biases may occur in a performance appraisal? What can be done to avoid or reduce them?

Performance measures are the benchmarks against which performance is measured.

When it has been proven that rater training was not provided for performance appraisals,judges have tended to rule in favour of the company.

The basic premise of the management-by-objectives approach as a performance evaluation technique is that future performance goals are jointly discussed and agreed upon by each __________ and __________.

A recent method of employee appraisal involving evaluations made by the employee as well as by his or her peers,supervisors,and subordinates is called the 360-degree performance appraisal.

A poor performance appraisal system can cause

The lowest degree of accuracy in performance evaluation comes from measures that are __________ and __________.

The best way to describe an effective performance appraisal system is that it is a __________ process.

The difference between an appraisal method and an appraisal system is that

Performance appraisal is the process by which organizations evaluate employee job performance.

Describe the different uses of performance appraisals.

How do past-oriented and future-oriented appraisal methods compare?

Another dimension of performance evaluation measures is whether they are objective or __________.

__________________________ require raters to categorize employees into different classifications.

What are your recommendations for conducting an evaluation interview?

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

The basic premise of the management-by-objectives approach as a performance evaluation technique is that future performance goals are jointly discussed and agreed upon by each and .

The lowest degree of accuracy in performance evaluation comes from measures that are and .