Question 1

When conducting the appraisal interview,all of the following should be kept in mind EXCEPT

Accepted Answer

A) developing an action plan. 
B) being direct and specific. 
C) encouraging the person to talk. 
D) talking in generalities. 
E) not getting personal. 
A) developing an action plan. 
B) being direct and specific. 
C) encouraging the person to talk. 
D) talking in generalities. 
E) not getting personal.

Question 2

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Accepted Answer

A) halo error. 
B) logrolling. 
C) appraisal bias. 
D) preferential evaluation. 
E) leniency error. 
A) halo error. 
B) logrolling. 
C) appraisal bias. 
D) preferential evaluation. 
E) leniency error.

Question 3

Susan,the HR director,is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

Accepted Answer

A) effective career development discussions. 
B) the quality of the performance appraisal dialogue between the manager and employee. 
C) linking pay with performance. 
D) legally compliant policies. 
E) none of the above. 
A) effective career development discussions. 
B) the quality of the performance appraisal dialogue between the manager and employee. 
C) linking pay with performance. 
D) legally compliant policies. 
E) none of the above.

Question 4

Renu has been hired as the first human resources professional at a growing landscape architecture firm,Terrastyle Inc.The firm is currently using a formal appraisal method which lists traits such as "teamwork" and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using which of the following appraisal methods?

Accepted Answer

A) critical incident method 
B) behaviourally anchored rating scale 
C) forced distribution method 
D) graphic rating scale 
E) paired comparison method 
A) critical incident method 
B) behaviourally anchored rating scale 
C) forced distribution method 
D) graphic rating scale 
E) paired comparison method

Question 5

The 360-degree appraisal approach fits closely with the goals of organizations committed to

Accepted Answer

A) employment equity. 
B) hierarchical chain of command. 
C) MBO. 
D) continuous learning. 
E) pay equity. 
A) employment equity. 
B) hierarchical chain of command. 
C) MBO. 
D) continuous learning. 
E) pay equity.

Question 6

A behaviourally anchored rating scale (BARS)combines the benefits of narratives,critical incidents,and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

Accepted Answer

A) True 
 B)False

Question 7

The simplest and most popular technique for appraising employees is the

Accepted Answer

A) alternation ranking method. 
B) critical incident method. 
C) forced distribution method. 
D) graphic rating scale. 
E) paired comparison method. 
A) alternation ranking method. 
B) critical incident method. 
C) forced distribution method. 
D) graphic rating scale. 
E) paired comparison method.

Question 8

In a behaviourally anchored rating scale,there are critical incident anchors along the

Accepted Answer

A) performance rating scale. 
B) forced distribution scale. 
C) graphic rating scale. 
D) paired comparison scale. 
E) alternation ranking method scale. 
A) performance rating scale. 
B) forced distribution scale. 
C) graphic rating scale. 
D) paired comparison scale. 
E) alternation ranking method scale.

Question 9

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

Accepted Answer

A) paired comparison method. 
B) forced distribution method. 
C) alternation ranking method. 
D) graphic rating scale. 
E) critical incident method. 
A) paired comparison method. 
B) forced distribution method. 
C) alternation ranking method. 
D) graphic rating scale. 
E) critical incident method.

Question 10

When supervisors allow individual differences such as age,race,and sex to affect the appraisal ratings that employees receive,this problem is referred to as

Accepted Answer

A) strictness/leniency. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) trait effect. 
A) strictness/leniency. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) trait effect.

Question 11

Which of the following is NOT an advantage of the behaviourally anchored rating scale method?

Accepted Answer

A) It is relatively consistent and reliable. 
B) The critical incidents allow for clearer standards. 
C) It is generally a more accurate measure of performance. 
D) It is the simplest form of performance appraisal,so little supervisor time is involved in using this performance appraisal tool. 
E) It provides specific behavioural examples for each trait. 
A) It is relatively consistent and reliable. 
B) The critical incidents allow for clearer standards. 
C) It is generally a more accurate measure of performance. 
D) It is the simplest form of performance appraisal,so little supervisor time is involved in using this performance appraisal tool. 
E) It provides specific behavioural examples for each trait.

Question 12

The simplest and most popular technique for appraising performance is

Accepted Answer

A) simply giving raises to the employees you like. 
B) forced distribution. 
C) graphic rating scales. 
D) behaviourally anchored rating scales. 
E) paired comparison. 
A) simply giving raises to the employees you like. 
B) forced distribution. 
C) graphic rating scales. 
D) behaviourally anchored rating scales. 
E) paired comparison.

Question 13

The following are all steps in developing a behaviourally anchored rating scale EXCEPT

Accepted Answer

A) developing performance dimensions. 
B) causing critical incidents to occur. 
C) scaling the incidents. 
D) generating critical incidents. 
E) developing the final instrument. 
A) developing performance dimensions. 
B) causing critical incidents to occur. 
C) scaling the incidents. 
D) generating critical incidents. 
E) developing the final instrument.

Question 14

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees,in order to get the highest-ranked employee,is the

Accepted Answer

A) alternation ranking method. 
B) critical incident method. 
C) paired comparison method. 
D) forced distribution method. 
E) graphic rating scale method. 
A) alternation ranking method. 
B) critical incident method. 
C) paired comparison method. 
D) forced distribution method. 
E) graphic rating scale method.

Question 15

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

Accepted Answer

A) reliable;valid 
B) reliable;reliable 
C) valid;measurable 
D) measurable;valid 
E) valid;reliable 
A) reliable;valid 
B) reliable;reliable 
C) valid;measurable 
D) measurable;valid 
E) valid;reliable

Question 16

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

Accepted Answer

A) open to interpretation. 
B) tightly structured. 
C) well defined. 
D) specific in nature. 
E) too strict/lenient. 
A) open to interpretation. 
B) tightly structured. 
C) well defined. 
D) specific in nature. 
E) too strict/lenient.

Question 17

Kai has a tendency to rate all of his direct reports as average.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

Question 18

When preparing for the appraisal interview,there are three things to do.First,assemble the data,second,prepare the employee,and finally

Accepted Answer

A) choose the time and place. 
B) prepare the appraisal examination. 
C) do the performance appraisal. 
D) lay out an action plan. 
E) document all information to be discussed in the interview. 
A) choose the time and place. 
B) prepare the appraisal examination. 
C) do the performance appraisal. 
D) lay out an action plan. 
E) document all information to be discussed in the interview.

Question 19

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

Accepted Answer

Two points each for accurate identificat

Question 20

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times,is the

Accepted Answer

A) paired comparison method. 
B) behaviourally anchored rating scales. 
C) alternation ranking method. 
D) critical incident method. 
E) forced distribution method. 
A) paired comparison method. 
B) behaviourally anchored rating scales. 
C) alternation ranking method. 
D) critical incident method. 
E) forced distribution method.

When conducting the appraisal interview,all of the following should be kept in mind EXCEPT

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Susan,the HR director,is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

The 360-degree appraisal approach fits closely with the goals of organizations committed to

A behaviourally anchored rating scale (BARS)combines the benefits of narratives,critical incidents,and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The simplest and most popular technique for appraising employees is the

In a behaviourally anchored rating scale,there are critical incident anchors along the

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

When supervisors allow individual differences such as age,race,and sex to affect the appraisal ratings that employees receive,this problem is referred to as

Which of the following is NOT an advantage of the behaviourally anchored rating scale method?

The simplest and most popular technique for appraising performance is

The following are all steps in developing a behaviourally anchored rating scale EXCEPT

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees,in order to get the highest-ranked employee,is the

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.

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

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

When preparing for the appraisal interview,there are three things to do.First,assemble the data,second,prepare the employee,and finally

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times,is the

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Performance Management

When conducting the appraisal interview,all of the following should be kept in mind EXCEPT

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Susan,the HR director,is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

The 360-degree appraisal approach fits closely with the goals of organizations committed to

A behaviourally anchored rating scale (BARS)combines the benefits of narratives,critical incidents,and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The simplest and most popular technique for appraising employees is the

In a behaviourally anchored rating scale,there are critical incident anchors along the

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

When supervisors allow individual differences such as age,race,and sex to affect the appraisal ratings that employees receive,this problem is referred to as

Which of the following is NOT an advantage of the behaviourally anchored rating scale method?

The simplest and most popular technique for appraising performance is

The following are all steps in developing a behaviourally anchored rating scale EXCEPT

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees,in order to get the highest-ranked employee,is the

Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

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

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

When preparing for the appraisal interview,there are three things to do.First,assemble the data,second,prepare the employee,and finally

The performance management process contains five steps.Identify and briefly describe each step of the performance management process.

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times,is the

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same performance.