7.9End of Topic Review--Test 7 - Performance Management

Which of the following forms of performance evaluation is the most widely used? -Narrative essay -Forced distribution method -Conventional rating -Straight rating

Conventional rating (7.5)

An effective performance appraisal system generally serves which purposes? (Select all that apply) -To recruit well-trained individuals -To future develop and guide individuals to perform better -To cause line managers to apply and use the plans from HR -To inform incumbents where they stand

-To future develop and guide individuals to perform better -To inform incumbents where they stand (7.8)

Which of the following influence the performance appraisal process? -None of these -Selection and placement -Job analysis -Compensation -All of these -Training and development

All of these -Selection and placement -Job analysis -Compensation -Training and development (7.3)

There are many ways to gather data on an individual. In choosing the performace appraisal method, when should the relevance of each source be considered? -After -During -Any of the methods work the same -Before

Before (7.4)

EAPs - along with everything else in HR - have evolved over time. What has the focus of EAPs shifted to? -Employee well-being -Employer profits -Reducing liabilities -Productivity

Employee well-being (7.7)

Which of the following methods of performance appraisals use qualitative instead of quantitative data? -Forced distribution method -Alternative ranking -Paired comparisons -Narrative essay

Narrative essay (7.5)

Which of the following effects occurs when past performance appraisal ratings, whether good or bad, are allowed to unjustly influence current/correct ratings? -Recency effect -Similarity effect -Contrast effect -Spillover effect

Spillover effect (7.6)

Why can appraisals by supervisors be effective? -Even without training they will give good feedback -They have reward and punishment power -They are most familiar with the job of the subordinate -They can alienate the employee if the employee does not perform well

They are most familiar with the job of the subordinate (7.4)

Before beginning performance management, all of the following must occur except... -Establishment of performance standards -Understanding the organization's strategy -Evaluation of the results -Establishment of competencies

Evaluation of the results (7.3)

How do performance appraisals help the company be legally compliant? -Helps establish the validity of employment decisions. -Audits management talent to evaluate the current supply of human resources -Provides a format for dialogue between superior and subordinate -Outlines the expected performance

Helps establish the validity of employment decisions. (7.2)

What is the formal structural system of measuring, evaluating, and influencing an employee's job-related attributes, behaviors, and outcomes? -The ADDIE model -KSAs (knowledge, skills, and abilities) -Training -Validity -Development -Performance appraisal

Performance appraisal (7.1)

When it comes to performance appraisals, supervisors and incumbents often see the process from different perspectives. Which of the following is usually a factor seen from the perspective of the supervisor? -The employee's ability -Problems with machinery -The lack of support for the employee -Lack of cooperation from other co-workers

The employee's ability (7.7)

Which of the following is the definition of what a central tendency bias error is when evaluating the performance of employees? -When managers rate subordinates higher than they should be rated, in order to avoid conflict -When managers rate employees based on what has happened recently -When managers rate the majority of incumbents in the middle of the pack -When managers give unfavorable ratings regardless of the performance, to impress others with their strictness

When managers rate the majority of incumbents in the middle of the pack (7.6)

Which of the following causes more errors to occur when trying to conduct an accurate performance evaluation? -When job duties are stated clearly -When there are incentives for accurate evaluations -When performance criteria are clearly stated -When performance criteria are unclear

When performance criteria are unclear (7.6)

Which of the following is how performance appraisals influence training and development? -Sets the foundation for job analysis -Helps understand the reason behind undesirable performance -It helps ensure only candidates that will perform well are included in the pool of applicants -Determines pay levels and pay increments

Helps understand the reason behind undesirable performance (7.3)

Which of the following is an evaluation decision made using performance appraisal information? -Motivating employees to improve -Counseling employees -Providing feedback -Salary increases or decreases

Salary increases or decreases (7.1)

Which of the following is an advantage to using appraisal by subordinates? -Subordinates won't inflate the evaluation of their superiors -Subordinates may help the superiors understand what they can do to improve -Subordinates may evaluate their superiors solely based on their own needs -Subordinates won't evaluate their superiors solely based on personality

Subordinates may help the superiors understand what they can do to improve (7.4)

Which of the following will not help ensure effective performance evaluations? -Conducting evaluations on all employees -Making sure objective judgments are used -Letting subordinates review their appraisals -Using subjective criteria

Using subjective criteria (7.8)

True or False: Performance management is an important HR function, but is not linked to many other HR functions.

false (7.8)

True or False: Ranking approaches used as the performance appraisal method may be used efficiently by the subordinates as well as supervisors for ranking themselves.

true (7.5)