Question 1

Improving appraisal accuracy calls not just for training, but also for which of the following?

Accepted Answer

A)  More statistical analysis 
B)  Input from higher levels of management particularly related to HR 
C)  Reducing outside factors, such as union pressure and time constraints 
D)  Tying performance to bonuses more consistently 
E)  An effective employee orientation program 
A)  More statistical analysis 
B)  Input from higher levels of management particularly related to HR 
C)  Reducing outside factors, such as union pressure and time constraints 
D)  Tying performance to bonuses more consistently 
E)  An effective employee orientation program

Question 2

Which appraisal technique aims at combining the benefits of narrative, critical incidents, and quantified ratings by attaching a quantified scale with specific narrative examples of good or poor performance?

Accepted Answer

A)  Graphic rating scale method 
B)  Paired narrative-quantitative method 
C)  Critical incident method 
D)  Behaviourally anchored rating scale method 
E)  Forced distribution method 
A)  Graphic rating scale method 
B)  Paired narrative-quantitative method 
C)  Critical incident method 
D)  Behaviourally anchored rating scale method 
E)  Forced distribution method

Question 3

What is required when an employee's performance is very poor?

Accepted Answer

A)  A record is made of the performance 
B)  A formal written warning 
C)  The union is informed 
D)  Automatic termination 
E)  Suspension without pay 
A)  A record is made of the performance 
B)  A formal written warning 
C)  The union is informed 
D)  Automatic termination 
E)  Suspension without pay

Question 4

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are which of the following?

Accepted Answer

A)  Open to interpretation 
B)  Contradict each other 
C)  Repetitive 
D)  Unrelated to the actual job 
E)  Outdated 
A)  Open to interpretation 
B)  Contradict each other 
C)  Repetitive 
D)  Unrelated to the actual job 
E)  Outdated

Question 5

What is an individual's direct contribution to their job-related processes?

Accepted Answer

A)  Productivity evaluation 
B)  Task performance 
C)  Efficiency measure 
D)  Effectiveness of activity 
E)  Logistical appraisal 
A)  Productivity evaluation 
B)  Task performance 
C)  Efficiency measure 
D)  Effectiveness of activity 
E)  Logistical appraisal

Question 6

What does PIP refer to in the performance management process?

Accepted Answer

A)  Performance implementation policy 
B)  Performance incident procedure 
C)  Performance increase pay 
D)  Performance improvement plan 
E)  Performance installation process 
A)  Performance implementation policy 
B)  Performance incident procedure 
C)  Performance increase pay 
D)  Performance improvement plan 
E)  Performance installation process

Question 7

Gary is the supervisor of Mindy. He is very impressed with Mindy's ability to work in a team so he has rated her as "outstanding" for this trait. Although she has missed more deadlines than her peers over the past financial quarter, Gary rated her as "above average" for the trait of "personal effectiveness." Gary's actions indicate which of the following performance appraisal problem?

Accepted Answer

A)  Bias 
B)  Halo effect 
C)  Trait effect 
D)  Appraisal bias 
E)  Trait bias 
A)  Bias 
B)  Halo effect 
C)  Trait effect 
D)  Appraisal bias 
E)  Trait bias

Question 8

Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal. One example of that form is called the

Accepted Answer

A)  assessment method. 
B)  performance discussion plan. 
C)  critical incident method. 
D)  performance improvement plan. 
E)  behavioural anchor form. 
A)  assessment method. 
B)  performance discussion plan. 
C)  critical incident method. 
D)  performance improvement plan. 
E)  behavioural anchor form.

Question 9

What is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Accepted Answer

A)  Scheduled performance appraisals between a manager and an employee 
B)  Performance appraisals between a manager and an employee followed by a reward or bonus 
C)  Evaluations of the performance appraisal dialogue between a manager and an employee by senior management 
D)  The quality of the performance appraisal dialogue between a manager and an employee 
E)  A participative approach to performance appraisal between a manager and an employee 
A)  Scheduled performance appraisals between a manager and an employee 
B)  Performance appraisals between a manager and an employee followed by a reward or bonus 
C)  Evaluations of the performance appraisal dialogue between a manager and an employee by senior management 
D)  The quality of the performance appraisal dialogue between a manager and an employee 
E)  A participative approach to performance appraisal between a manager and an employee

Question 10

Performance appraisals can be used in courts when assessing wrongful termination cases and as such are legal documents.

Accepted Answer

A) True 
 B)False

Question 11

Identify and briefly describe five different performance appraisal methods.

Accepted Answer

Two points each for accurate identificat

Question 12

Stephanie is a manager at an accounting firm. She has four accountants that report to her. She ranks Eric as the best since he not only completes projects on time but he also generates new clients. She ranks Todd as the worst since he is constantly late on projects. The other two accountants, Joanne and Laurie, are positioned in the middle as they complete their projects on time but do not generate many new clients. Which appraisal technique is Stephanie using?

Accepted Answer

A)  Behaviourally anchored rating scale 
B)  Paired comparison method 
C)  Forced distribution method 
D)  Alternation ranking method 
E)  Graphic rating scale 
A)  Behaviourally anchored rating scale 
B)  Paired comparison method 
C)  Forced distribution method 
D)  Alternation ranking method 
E)  Graphic rating scale

Question 13

The most popular technique for appraising performance is the graphic rating scale.

Accepted Answer

A) True 
 B)False

Question 14

What is the basic problem with employee self-ratings?

Accepted Answer

A)  Lack of anonymity 
B)  Employee reluctance to self-rate 
C)  Peers rate the employee higher than they rate themselves 
D)  Supervisors generally do not take a self-rating seriously 
E)  Employees rate themselves higher than they are rated by supervisors or peers 
A)  Lack of anonymity 
B)  Employee reluctance to self-rate 
C)  Peers rate the employee higher than they rate themselves 
D)  Supervisors generally do not take a self-rating seriously 
E)  Employees rate themselves higher than they are rated by supervisors or peers

Question 15

Rating committees are usually composed of the employee's immediate supervisor and who else?

Accepted Answer

A)  An HR manager 
B)  The supervisor's manager 
C)  Several co-workers 
D)  Three or four other supervisors 
E)  The employee's previous supervisor 
A)  An HR manager 
B)  The supervisor's manager 
C)  Several co-workers 
D)  Three or four other supervisors 
E)  The employee's previous supervisor

Question 16

Effective performance management begins with defining the job and which of the following?

Accepted Answer

A)  Clarifying career planning 
B)  Identifying promotion decision 
C)  Describing the appraisal methods 
D)  Defining performance standards 
E)  Calculating the related pay scale 
A)  Clarifying career planning 
B)  Identifying promotion decision 
C)  Describing the appraisal methods 
D)  Defining performance standards 
E)  Calculating the related pay scale

Question 17

A manager is considering changing her current performance appraisal method, the graphic rating scale, to the forced distribution method. What criticism of this new method would you advise her about?

Accepted Answer

A)  Traits being appraised are often incorrect. 
B)  Employees are placed in categories unrelated to their real skills. 
C)  Employees comparisons are often unfair as veterans may be compared with newcomers. 
D)  Comparisons are very technical and removes the manager's personal judgement. 
E)  A majority of the workforce is often classified as less than average. 
A)  Traits being appraised are often incorrect. 
B)  Employees are placed in categories unrelated to their real skills. 
C)  Employees comparisons are often unfair as veterans may be compared with newcomers. 
D)  Comparisons are very technical and removes the manager's personal judgement. 
E)  A majority of the workforce is often classified as less than average.

Question 18

An interview with the supervisor and employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is called which of the following?

Accepted Answer

A)  Formal appraisal discussion 
B)  Post appraisal review 
C)  Follow up appraisal feedback 
D)  Official appraisal assessment 
E)  Informal appraisal interview 
A)  Formal appraisal discussion 
B)  Post appraisal review 
C)  Follow up appraisal feedback 
D)  Official appraisal assessment 
E)  Informal appraisal interview

Question 19

Studies of upward feedback show an improvement in supervisor performance. What reason do the studies attribute this improvement to?

Accepted Answer

A)  The feedback from employees 
B)  Receiving performance appraisal from upper management 
C)  Discovering what factors were really necessary to be promoted 
D)  Learning what the critical supervisory behaviours are 
E)  Understanding who ultimately would do the appraising 
A)  The feedback from employees 
B)  Receiving performance appraisal from upper management 
C)  Discovering what factors were really necessary to be promoted 
D)  Learning what the critical supervisory behaviours are 
E)  Understanding who ultimately would do the appraising

Question 20

Kai ranks his employees on a scale of 1 to 5. In general most of his employees receive a rating around 3. Kai's actions indicate which of the following performance appraisal problems?

Accepted Answer

A)  Central tendency 
B)  Halo effect 
C)  Bias 
D)  Appraisal bias 
E)  Equal rating tendency 
A)  Central tendency 
B)  Halo effect 
C)  Bias 
D)  Appraisal bias 
E)  Equal rating tendency

Improving appraisal accuracy calls not just for training, but also for which of the following?

Which appraisal technique aims at combining the benefits of narrative, critical incidents, and quantified ratings by attaching a quantified scale with specific narrative examples of good or poor performance?

What is required when an employee's performance is very poor?

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are which of the following?

What is an individual's direct contribution to their job-related processes?

What does PIP refer to in the performance management process?

Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal. One example of that form is called the

What is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Performance appraisals can be used in courts when assessing wrongful termination cases and as such are legal documents.

Identify and briefly describe five different performance appraisal methods.

The most popular technique for appraising performance is the graphic rating scale.

What is the basic problem with employee self-ratings?

Rating committees are usually composed of the employee's immediate supervisor and who else?

Effective performance management begins with defining the job and which of the following?

A manager is considering changing her current performance appraisal method, the graphic rating scale, to the forced distribution method. What criticism of this new method would you advise her about?

An interview with the supervisor and employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is called which of the following?

Studies of upward feedback show an improvement in supervisor performance. What reason do the studies attribute this improvement to?

Kai ranks his employees on a scale of 1 to 5. In general most of his employees receive a rating around 3. Kai's actions indicate which of the following performance appraisal problems?

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Deveopment

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 10: Performance Management

Improving appraisal accuracy calls not just for training, but also for which of the following?

Which appraisal technique aims at combining the benefits of narrative, critical incidents, and quantified ratings by attaching a quantified scale with specific narrative examples of good or poor performance?

What is required when an employee's performance is very poor?

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are which of the following?

What is an individual's direct contribution to their job-related processes?

What does PIP refer to in the performance management process?

Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal. One example of that form is called the

What is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Performance appraisals can be used in courts when assessing wrongful termination cases and as such are legal documents.

Identify and briefly describe five different performance appraisal methods.

The most popular technique for appraising performance is the graphic rating scale.

What is the basic problem with employee self-ratings?

Rating committees are usually composed of the employee's immediate supervisor and who else?

Effective performance management begins with defining the job and which of the following?

A manager is considering changing her current performance appraisal method, the graphic rating scale, to the forced distribution method. What criticism of this new method would you advise her about?

An interview with the supervisor and employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is called which of the following?

Studies of upward feedback show an improvement in supervisor performance. What reason do the studies attribute this improvement to?

Kai ranks his employees on a scale of 1 to 5. In general most of his employees receive a rating around 3. Kai's actions indicate which of the following performance appraisal problems?

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Deveopment

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters