HRM 4,5,8 study guide

As a rule of thumb, a supervisor should spend approximately _____ percentage of the time taking during an appraisal interview.

30 to 35

As part of the reform ace appraisal of his employees, Tim wants to measure how frequently they exhibit certain behaviors that the feels are critical to his firms success. Which of the following performance appraisal appraisal approaches should he use to achieve this goal?

Behavior observation scale

The employee at UniTel are enthusiastic and immersed in their work to such an extent that it clearly has improved the performance oft eh company. This situations is called

Employee engagement

Which of the following recruitment sources could result in charges of inbreeding and possible violation of the EEO regulations?

Employee referrrals

Neil analyzes equipment and work systems to improve efficiency while protecting the physical well-being of employee. He is involved in what field of study?

Ergonomics

________is the process of the studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physician well-being.

Ergonomics

A performance rating error in which the rather is reluctant to give employees neither extremely high or extremely low ratings is reffed to as a(n)

Error of central tendency

The Americans with Disabilities Act requires that job and responsibilities must be

Essential job functions for job success.

Research suggests that when it comes to our own performance, most of us first attribute our bad performance to

External constraints

Jakob is analyzing the elements in a work cycle that make up a particular job activity. He wats to determine the time required to complete each element and then see if any can be modified in a way that will reduce the time needed to complete the full work cycle for that activity. Jakob is involved in

Industrial engineering

______are labor markets in which workers are hired into entry level jobs and higher level jobs are filled from within.

Internal labor markets

Executives who coach, advise, and encourage individuals of a lesser rank are referred to as

Mentors

Under which method of analyzing jobs might you video workers doing their jobs for later study?

Observation

The statement in a job description covering job duties or essential job functions are usually arranged in

Order of importance

The Supreme Court ruled that

Organization should have carefully defined and measure able performance standards.

________are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

Passive jobseekers

One advantage of peer evaluations is that

Peer may furnish more accurate and valid information than supervisors

In light of recent court rulings, HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT

Performance evaluation should rarely be tired to compensation decisions.

It can be helpful to divide the appraisal interview into two sessions, one each for

Performance review and employees growth plans.

Unlike temporary help agencies, employee-leasing companies

Place employee with subscribers on a permanent basis.

Administrative purposes of performance appraisal include all of the following EXCEPT

Providing performance feedback

If one raters an employees performance largely on the basis of the employees behavior in the last month, rather than considering the entire six-month evaluation period, one commits a ?

Recency error

If a performance standard is found to be stable or consistent, it is said to be

Reliable

When TruTech transfers an employee to one of its offices in another city, it offers that employee help with things like moving expenses, using a new house, and finding a good school for the children. This type of assistance is known as

Relocation services.

A women or member of a minority group who, on paper, is highly qualified for executive positions but is repeatedly passed up for promotion has likely run into what is comply called

The glass ceiling

Job analysis is called the cornerstone of HRM because

The information it collects serves many HRM functions,

Use of the internet for recruiting is

The most commonly used search by job seekers and recruiters.

Developmental purposes of performance appraisal include all of the following EXCEPT

Validating selection procedures

A common problem with performance management systems is that they

Limit feedback to formal reviews

Most job descriptions contain all of the following EXCEPT

A job evaluation section

The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as

A promotion

When Jocelyn interview for a position at TruTech, the interviewer told her about the downsides to the job, including the need to work long hours on occasion and the stress that sometimes accompanies tight deadlines. The interviewer was using

A realistic job preview

A job specification is

A statement of the specific knowledge, skills, and abilities required of a person to perform a job.

A job description is:

A statement of the task, duties, and responsibilities of a job.

Allen was recently placed in a different job at his firm. His duties, responsibilities, statues, and remuneration are approximately equal to those of his previous job. Allen just when the through

A transfer

The two primary purpose of performance appraisals are

Administrative and developmental

What is true of the job title?

All of these are correct.

Dave and Kara need to gather job analysis information. They might use all of the following methods EXCEPT for which one?

Applications

The line of advancement for an individual within an organization are known as

Career paths

In a fasting-moving environment where job analysis must accommodate change, many organizations may adopt a _________, which looks at characteristics of successful performers rather than just standard duties.

Competency-based analysis

If one rates an average employees performance high because one compared the employee to poor performers, one commits a contrast error

Contrast error

The reliability of the standards used to rate employee performance at TreBlue has been called into question. TreBlue claims that the standards are reliable. One way TruBlue can substantiate this claim is by

Correlating the rating made by two or more different raters

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the performance management system suffers from

Criterion deficiency

_____refers to the process of structuring organizations not around jobs but around projects that are constantly changing.

Dejobbing

Outplacement services are

Designed to help terminated employees find a job elsewhere.

One objective of the critical incident method of job analysis is to

Determine which actions were ineffective

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT

Developing independent learning objectives

Self-appraisals are best for

Developmental purposes

Isabelle is given direct and clear information about th effectiveness of her performance. This _________allows her to have better work outcomes.

Feedback

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Forced distribution method

A method of rating performance in which the rather chooses from statements that appear equally favorable or equally unfavorable is known as the

Forced-choice method

In order to make it clear to all team members how everyone should behave, it is important that teams establish:

Ground rules

Job data may be obtained in all of the following ways EXCEPT from

Guidelines on employee selection procedures

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that

Have a high degree of content validity

Executive search firms

Help employers find the right people for jobs

The process of obtaining information about jobs determine their duties, task, or activities is called

Job analysis

A job analyst should confirm accuracy of information provided by employees by obtaining additional information from all of the following EXCEPT

Job analysts form a different organization.

____is a naturally occurring phenomenon whereby employees mold their task to fit their individual strengths, passion, and motives better.

Job crafting

Which of the following is NOT a form of internal recruiting?

Job fairs

Josef is considering a new job. Which section of the job description should he refer to in rider to find out about the location of the job and the reporting relationships involved?

Job identification section

Identify a warning sign of a weak talent bench.

Key positions are filled externally.

Managers often first assume poor performance of subordinates to

Lack of ability

A performance rating error in which the rather tends give employees either extremely high or extremely low ratings is referred to as a(n)

Leniency or strictness error

If one inflates the evaluation of people with whom one has something in common, one commits a

Similar-to-me error

Performance-related behaviors such as leadership ability to delegate, and employee supportiveness may best be appraised by

Subordinates

Management at UniTel discovered that each production associate was able to produce five units a day. However, when those same people were put into a team in which they worked together and took on different roles, the team was able to produce seven units a day. This team achieved:

Synergy

An organization- specific list of tasks and their descriptions used as a basis to identify components of a job is known as:

Task inventory analysis

Which popular method of job analysis was pioneered by the u.s. Air Force?

Task inventory analysis

Based upon the work of Hackman and Oldham, which of the following is NOT one of the five core job dimensions related to psychological states?

Task isolation

Norman has experienced tension with certain members of his staff. This has led to some frustration on both sides. He is now preparing to hold performance review meetings. What type of format should he use to allow bother himself and his subordinates to express their frustrations and work out their issues?

Tell- and - listen

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is

Tell-and-sell

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are

Tell-and-sell, tell-and-listen, and problem-solving

There is a correlation between the recruitment success of an organization and

The accuracy and completeness of advantages.

In order to motivate her employees, Esther wants to use an appraisal system that allows them to see clearly how their performance ties into the overall performance of the firm. She should use

The balanced scorecard approach.

A job analysis method by which behaviors that can lead to success and to failure on the job are identified as known as:

The critical incident method

In the more instances, who is in the best position to perform the function of evaluating an employees performance?

The employees supervisor

The choice of an appraisal method should be largely based on

The purpose of the appraisal

Josef is thinking about applying for a new job. When he reviews the job description, which of the following should he except to find in the job specifications section?

The skills required to perform the job

Why would a company want to provide job applicants with a balanced, honest, and realistic portrayal of a job position?

To reduce turnover

Quite often, discrepancies between the knowledge, skills, and abilities of a job holder and the KSAOs required for the job can be remedied by

Training

Performance appraisal methods can be broadly classified as either_______,________, or ________ approaches

Trait, behavioral, results

An appraisal system that takes into account financial, customer, processes, and learning categories is called

balanced scorecard approach

A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:

functional job analysis