Question 1

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

Accepted Answer

The answer of To be useful,an organization's performance appraisal must...

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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 5

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

Accepted Answer

The answer of The __________________ happens when a supervisor's personal...

Question 6

If performance appraisals are done by the human resource department they are referred to as appraisal methods,whereas if they are done by managers they are called appraisal systems.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Non-comparative performance evaluation methods can include

Accepted Answer

A) ranking method 
B) rating method 
C) self-appraisal 
D) forced distributions 
E) forced checklist 
A) ranking method 
B) rating method 
C) self-appraisal 
D) forced distributions 
E) forced checklist

Question 9

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 10

One past-oriented evaluation method that is particularly useful in giving employees job-related feedback on both positive and negative behaviours is the _____________________ method.

Accepted Answer

The answer of One past-oriented evaluation method that is particularly...

Question 11

Indirect observations of an employee performance are often less accurate because they evaluate _________ for actual performance.

Accepted Answer

The answer of Indirect observations of an employee performance are...

Question 12

Comparative evaluation methods for performance appraisals can include

Accepted Answer

A) rating scales 
B) forced distributions 
C) assessment centres 
D) management by objectives 
E) behaviourally anchored rating scales 
A) rating scales 
B) forced distributions 
C) assessment centres 
D) management by objectives 
E) behaviourally anchored rating scales

Question 13

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

Accepted Answer

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

Question 14

A recent popular method for evaluating an employee's performance involves using all possible sources for information on the employee's performance.This method is referred to as

Accepted Answer

A) management-by-objectives 
B) the 360-degree performance appraisal 
C) the assessment centre technique 
D) the 180-degree performance appraisal 
E) the all-agreement appraisal method 
A) management-by-objectives 
B) the 360-degree performance appraisal 
C) the assessment centre technique 
D) the 180-degree performance appraisal 
E) the all-agreement appraisal method

Question 15

One employee evaluation method that attempts to appraise future potential by using multiple types of evaluation and multiple raters is

Accepted Answer

A) critical incident method 
B) assessment centre technique 
C) management-by-objectives 
D) self-evaluation 
E) behaviourally anchored rating scales 
A) critical incident method 
B) assessment centre technique 
C) management-by-objectives 
D) self-evaluation 
E) behaviourally anchored rating scales

Question 16

Performance appraisals that carry no real __________ with them tend to lose effectiveness very quickly.

Accepted Answer

The answer of Performance appraisals that carry no real __________...

Question 17

Sound performance management programs make a clear connection between employee goals and compensation objectives.

Accepted Answer

A) True 
 B)False

Question 18

Performance standards are the benchmarks against which performance is measured.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

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

Question 20

In performance management,achievable and realistic targets to which outcomes can be compared are 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

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

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

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

Evaluation interviews

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

If performance appraisals are done by the human resource department they are referred to as appraisal methods,whereas if they are done by managers they are called appraisal systems.

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

Non-comparative performance evaluation methods can include

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

One past-oriented evaluation method that is particularly useful in giving employees job-related feedback on both positive and negative behaviours is the _____________________ method.

Indirect observations of an employee performance are often less accurate because they evaluate _________ for actual performance.

Comparative evaluation methods for performance appraisals can include

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

A recent popular method for evaluating an employee's performance involves using all possible sources for information on the employee's performance.This method is referred to as

One employee evaluation method that attempts to appraise future potential by using multiple types of evaluation and multiple raters is

Performance appraisals that carry no real __________ with them tend to lose effectiveness very quickly.

Sound performance management programs make a clear connection between employee goals and compensation objectives.

Performance standards are the benchmarks against which performance is measured.

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

In performance management,achievable and realistic targets to which outcomes can be compared are referred to as

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

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

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

Evaluation interviews

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

If performance appraisals are done by the human resource department they are referred to as appraisal methods,whereas if they are done by managers they are called appraisal systems.

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

Non-comparative performance evaluation methods can include

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

One past-oriented evaluation method that is particularly useful in giving employees job-related feedback on both positive and negative behaviours is the _____________________ method.

Indirect observations of an employee performance are often less accurate because they evaluate _________ for actual performance.

Comparative evaluation methods for performance appraisals can include

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

A recent popular method for evaluating an employee's performance involves using all possible sources for information on the employee's performance.This method is referred to as

One employee evaluation method that attempts to appraise future potential by using multiple types of evaluation and multiple raters is

Performance appraisals that carry no real __________ with them tend to lose effectiveness very quickly.

Sound performance management programs make a clear connection between employee goals and compensation objectives.

Performance standards are the benchmarks against which performance is measured.

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

In performance management,achievable and realistic targets to which outcomes can be compared are referred to as

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