HR Exam 2
Conducted by different people who interact with the employee on forms compiled into a single profile for use in the evaluation meeting
360 degree evaluations
Behaviorally Anchored Rating Scale
BARS (uses specific descriptions of actual behaviors to rate various levels of performance)
What is the first step in the management b objectives (MBO) process?
Develop organization goals and metrics
Has stringent rules requiring the payment of overtime to nonsupervisory employees who work more than 40 hours a week
FLSA (fair labor standards act)
(T/F) Employees consistently achieve their productivity goals might be a signal something needs to change
False
Job enrichment can improve employee dissatisfaction with performance with pay and benefits
False
The appraisal interview should be divided into two sessions, one each for
Performance review and employee's growth plans
Analysis of the sets of skills and knowledge needed for decision oriented and for knowledge-oriented jobs
competency assessment
If one rates on average employees on a tie bc they compare
contrast (types of error tendencies)
If one rates an average employee's performance high because they compared the employee to poor performers, one commits a
contrast error
If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from:
criterion deficiency
In most instances, who is in the best position to perform the function of evaluating an employee's performance?
employee's supervisor
A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):
error of central tendency
E learning replaces conventional learning experiences
false
Recruiting strategies and general effectiveness remain constant over time
false
Recruiting strategies and their effectiveness remain constant
false
Retirees seldom return to work for their previous employers
false
This method requires managers to place a certain percentage of employees to various performance categories
forced distribution
Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?
forced distribution method
Desired outcomes of training programs
instructional objectives
The most commonly used search tactic to make job seekers aware of positions
internet
The process of obtaining info about jobs by determining their duties tasks or activities
job analysis
designed to measure people's understanding of the job
job knowledge test
Training delivered to trainees when and where
just in time training
Replacement of an employee in another job from another part of the company
promotion
If one rates an employee's performance largely on the basis of the employee's recent behavior, one commits a
recency error
If one rates an employee on RECENT work rather than the entire year
recency error (types of error tendencies)
consistency of scores obtained by the same person Identical or equivocal test
reliability
Focuses on the measurable contributions that employees make to the organization
results methods (performance evaluation methods)
Appraiser inflates the evaluation of an employee because of a mutual personal connection
similar to me error
The metric that refers to the number of days is proved to the day the person
time to fill
First step of management by objective
to define organization/orientation goals
Based on people's characteristics continue to be used despite their subjectivity
trait approaches (performance evaluation methods)
this refers to how well employees apply what they have learned to their job
transfer of training
Flex time, job sharing, ... are ways to accommodate family needs
true
ONET contain standardized job descriptions
true
Developmental purposes of performance appraisal include all of the following EXCEPT:
validating selection procedures
Degree to which a test or selection procedure measures a person's attributes
validity
Require the applicant to perform tasks that are actually a part of the work required on the job
work sample test
HOW/why did u leave ur last job? is this an appropriate interview question?
yes
Provide more action-oriented information to employees
behavioral approaches (performance evaluation methods)
A performance rating error in which someone is reluctant to place in extremely high and low
central tendency
As an appraiser, one should try to do all of the following EXCEPT
changing the person, not the behavior
Executives that coach younger employees
mentors
Failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
negligent hiring
hiring relatives
nepotism
This type of interview allows the applicant maximum amount of freedom in determining the course of their freedom
non directive
This goes beyond just orientating new employees to their new environments and brings them to the organizational so they truly feel they are part of it:
onboarding
Result of an annual or biannual process in which a manager evaluates an employee's performance
performance evaluations
making a workplace environment in which people can perform to the best of the abilities
performance management