Exam 9: Performance Management and Appraisal
Exam 1: Introduction to Human Resource Management110 Questions
Exam 2: Equal Opportunity and the Law110 Questions
Exam 3: The Manager's Role in Strategic Human Resource Management110 Questions
Exam 4: Job Analysis110 Questions
Exam 5: Personnel Planning and Recruiting110 Questions
Exam 6: Employee Testing and Selection110 Questions
Exam 7: Interviewing Candidates110 Questions
Exam 8: Training and Developing Employees110 Questions
Exam 9: Performance Management and Appraisal110 Questions
Exam 10: Coaching, Careers, and Talent Management110 Questions
Exam 11: Establishing Strategic Pay Plans110 Questions
Exam 12: Pay for Performance and Financial Incentives110 Questions
Exam 13: Benefits and Services110 Questions
Exam 14: Ethics, Justice, and Fair Treatment in HR Management110 Questions
Exam 15: Labor Relations and Collective Bargaining110 Questions
Exam 16: Employee Safety and Health110 Questions
Exam 17: Managing Global Human Resources110 Questions
Exam 18: Managing Human Resources in Entrepreneurial Firms110 Questions
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Nick supervises a team of data entry specialists.Lately,productivity has been down,and Nick believes his subordinates are not working as efficiently as possible.Which of the following tools would provide Nick with daily information about each employee's rate,accuracy,and time spent entering data?
(Multiple Choice)
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In a brief essay,discuss the components necessary for an effective performance management process.
(Essay)
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Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.
(True/False)
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What are the four job-relevant dimensions that can be measured by the graphic-rating scale method of performance appraisal? What problems are associated with graphic-rating scales?
(Essay)
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Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?
(Multiple Choice)
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Which of the following enables supervisors to oversee the amount of computerized data an employee is processing each day?
(Multiple Choice)
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In order to ensure that a performance appraisal is legally defensible,a supervisor should use only one performance appraisal tool.
(True/False)
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All of the following are benefits of using computerized or Web-based performance appraisal systems EXCEPT ________.
(Multiple Choice)
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Stacey is using a behaviorally anchored rating scale as a performance appraisal tool.She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance.What should Stacey do next?
(Multiple Choice)
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Which performance appraisal tools requires a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?
(Multiple Choice)
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Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.
(True/False)
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What is the primary disadvantage of developing a behaviorally anchored rating scale?
(Multiple Choice)
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Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.
(True/False)
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A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal.
(True/False)
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The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.
(Multiple Choice)
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Which of the following measurement methods is similar to grading on a curve?
(Multiple Choice)
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A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.
(Multiple Choice)
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