Question 1

Which of the following best describes the purpose of an appraisal interview?

Accepted Answer

A)  training supervisors in the rating process 
B)  identifying potential interpersonal problems 
C)  making plans to correct employee weaknesses 
D)  discussing and scheduling training programs 
A)  training supervisors in the rating process 
B)  identifying potential interpersonal problems 
C)  making plans to correct employee weaknesses 
D)  discussing and scheduling training programs

Question 2

The forced distribution method is the simplest and most popular technique for appraising performance.

Accepted Answer

A) True 
 B)False

Question 3

What are the guidelines that supervisors should follow to hold effective appraisals and minimize problems like bias and halo effects? How can rating committees improve the fairness of the appraisal process?

Accepted Answer

The first technique is to learn and unde

Question 4

In most organizations,who is primarily responsible for appraising an employee's performance?

Accepted Answer

A)  employee's direct supervisor 
B)  company appraiser 
C)  human resources manager 
D)  employee's subordinates 
A)  employee's direct supervisor 
B)  company appraiser 
C)  human resources manager 
D)  employee's subordinates

Question 5

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Accepted Answer

A)  graphic rating scale 
B)  critical incident method 
C)  alternation ranking method 
D)  electronic performance monitoring 
A)  graphic rating scale 
B)  critical incident method 
C)  alternation ranking method 
D)  electronic performance monitoring

Question 6

Describe the four basic types of appraisal interviews.

Accepted Answer

The first type of appraisal interview is

Question 7

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

Accepted Answer

A)  halo effect 
B)  stereotyping 
C)  central tendency 
D)  leniency 
A)  halo effect 
B)  stereotyping 
C)  central tendency 
D)  leniency

Question 8

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

Accepted Answer

A) True 
 B)False

Question 9

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Accepted Answer

A) True 
 B)False

Question 10

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

Accepted Answer

A)  keep critical incident logs 
B)  require multiple appraisals 
C)  impose a performance distribution 
D)  reconsider the timing of the appraisal 
A)  keep critical incident logs 
B)  require multiple appraisals 
C)  impose a performance distribution 
D)  reconsider the timing of the appraisal

Which of the following best describes the purpose of an appraisal interview?

The forced distribution method is the simplest and most popular technique for appraising performance.

What are the guidelines that supervisors should follow to hold effective appraisals and minimize problems like bias and halo effects? How can rating committees improve the fairness of the appraisal process?

In most organizations,who is primarily responsible for appraising an employee's performance?

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Describe the four basic types of appraisal interviews.

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 9: Performance Management and Appraisal

Which of the following best describes the purpose of an appraisal interview?

The forced distribution method is the simplest and most popular technique for appraising performance.

What are the guidelines that supervisors should follow to hold effective appraisals and minimize problems like bias and halo effects? How can rating committees improve the fairness of the appraisal process?

In most organizations,who is primarily responsible for appraising an employee's performance?

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Describe the four basic types of appraisal interviews.

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters