Question 1

To be truly effective and challenging,performance standards should only partially relate to the desired results of any job.

Accepted Answer

A) True 
 B)False

Question 2

Performance appraisals are used for a variety of purposes within an organization.Describe how companies can best utilize the performance appraisal too.

Accepted Answer

Performance appraisals are a valuable to

Question 3

An acceptable performance appraisal system must identify and then properly measure __________________________ criteria.

Accepted Answer

performanc

Question 4

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 5

Performance evaluation requires performance _____________ against which performance is measured and performance _______________ to evaluate the performance.

Accepted Answer

The answer of Performance evaluation requires performance _____________ against which...

Question 6

The one thing performance appraisals cannot do regardless of how well they are designed,is avoid discrimination under employment equity.

Accepted Answer

A) True 
 B)False

Question 7

The ultimate measure of a human resource department's success is employee performance.

Accepted Answer

A) True 
 B)False

Question 8

Validity in performance appraisals means that the criteria for appraising are directly job-related.

Accepted Answer

A) True 
 B)False

Question 9

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 10

To be of value a performance appraisal system must be

Accepted Answer

A) done by appraisers from outside the organization 
B) reasonably expensive 
C) done by professionals rather than supervisors 
D) accepted by employees 
E) complex 
A) done by appraisers from outside the organization 
B) reasonably expensive 
C) done by professionals rather than supervisors 
D) accepted by employees 
E) complex

Question 11

The biggest problem with subjective performance evaluations is the opportunity for bias.

Accepted Answer

A) True 
 B)False

Question 12

Performance management (performance appraisal)serves a number of uses including all of the following except

Accepted Answer

A) compensation adjustments 
B) career development 
C) performance level 
D) training programs 
E) judging the competition 
A) compensation adjustments 
B) career development 
C) performance level 
D) training programs 
E) judging the competition

Question 13

A good performance appraisal system can serve as a quality control check on

Accepted Answer

A) all employees except the one being appraised 
B) the human resource department 
C) supervisors and managers in general 
D) the competition 
E) product quality 
A) all employees except the one being appraised 
B) the human resource department 
C) supervisors and managers in general 
D) the competition 
E) product quality

Question 14

Comparative evaluation methods differ from non-comparative methods in that

Accepted Answer

A) they compare one person's performance with that of co-workers 
B) they compare an employee's performance with his or her job description 
C) they directly compare employee performance to job performance standards 
D) comparative methods are illegal when evaluating people in a protected class 
E) supervisors compare notes about employees 
A) they compare one person's performance with that of co-workers 
B) they compare an employee's performance with his or her job description 
C) they directly compare employee performance to job performance standards 
D) comparative methods are illegal when evaluating people in a protected class 
E) supervisors compare notes about employees

Question 15

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 16

Discuss the advantages and disadvantages of using a 360-degree performance appraisal.

Accepted Answer

360-degree performance appraisals have s

Question 17

Key elements of a performance appraisal system include both performance measures and performance-related criteria.

Accepted Answer

A) True 
 B)False

Question 18

Performance management includes all of the following except:

Accepted Answer

A) data to effectively organize culture,systems,and processes 
B) setting goals and allocating resources 
C) affecting policies and programs 
D) sharing results 
E) driving corporate strategy 
A) data to effectively organize culture,systems,and processes 
B) setting goals and allocating resources 
C) affecting policies and programs 
D) sharing results 
E) driving corporate strategy

Question 19

Benchmarks against which performance is measured are called ___________________.

Accepted Answer

performanc

Question 20

The recency effect is not a performance evaluation bias that occurs in employee performance appraisals.

Accepted Answer

A) True 
 B)False

To be truly effective and challenging,performance standards should only partially relate to the desired results of any job.

Performance appraisals are used for a variety of purposes within an organization.Describe how companies can best utilize the performance appraisal too.

An acceptable performance appraisal system must identify and then properly measure __________________________ criteria.

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 evaluation requires performance _ against which performance is measured and performance ___ to evaluate the performance.

The one thing performance appraisals cannot do regardless of how well they are designed,is avoid discrimination under employment equity.

The ultimate measure of a human resource department's success is employee performance.

Validity in performance appraisals means that the criteria for appraising are directly job-related.

Job analysis has a direct impact on performance appraisal by

To be of value a performance appraisal system must be

The biggest problem with subjective performance evaluations is the opportunity for bias.

Performance management (performance appraisal)serves a number of uses including all of the following except

A good performance appraisal system can serve as a quality control check on

Comparative evaluation methods differ from non-comparative methods in that

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

Discuss the advantages and disadvantages of using a 360-degree performance appraisal.

Key elements of a performance appraisal system include both performance measures and performance-related criteria.

Performance management includes all of the following except:

Benchmarks against which performance is measured are called ___________________.

The recency effect is not a performance evaluation bias that occurs in employee performance appraisals.

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

To be truly effective and challenging,performance standards should only partially relate to the desired results of any job.

Performance appraisals are used for a variety of purposes within an organization.Describe how companies can best utilize the performance appraisal too.

An acceptable performance appraisal system must identify and then properly measure __________________________ criteria.

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 evaluation requires performance _____________ against which performance is measured and performance _______________ to evaluate the performance.

The one thing performance appraisals cannot do regardless of how well they are designed,is avoid discrimination under employment equity.

The ultimate measure of a human resource department's success is employee performance.

Validity in performance appraisals means that the criteria for appraising are directly job-related.

Job analysis has a direct impact on performance appraisal by

To be of value a performance appraisal system must be

The biggest problem with subjective performance evaluations is the opportunity for bias.

Performance management (performance appraisal)serves a number of uses including all of the following except

A good performance appraisal system can serve as a quality control check on

Comparative evaluation methods differ from non-comparative methods in that

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

Discuss the advantages and disadvantages of using a 360-degree performance appraisal.

Key elements of a performance appraisal system include both performance measures and performance-related criteria.

Performance management includes all of the following except:

Benchmarks against which performance is measured are called ___________________.

The recency effect is not a performance evaluation bias that occurs in employee performance appraisals.

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

Performance evaluation requires performance _ against which performance is measured and performance ___ to evaluate the performance.