Ch 11

Talent reviews often employ the use of a(n) ______, which plots employee performance versus employee potential and provides the reviewer with nine distinct options, or boxes, to categorize where the employee is.

9-box template

By the 1960s nearly _____% of all U.S. companies were using a performance appraisal process.

90

Behavioral event interview should be conducted during which step for effective recruiting of key leadership hires?

Assess the candidates

Jay Patel is the HR manager at BNB Manufacturing. Jay is interested in establishing the pay-for-performance structure at BNB. Which of the following should be the first step in establishing this framework Jay should focus on?

Define the organization's pay philosophy.

In 1981, _____ championed the forced-ranking system.

Jack Welch

_____ is the process for reviewing key roles and determining the readiness levels of potential internal and external candidates to fill these roles.

Succession planning

Performance management can be tracked back to which of these?

The U.S. military's merit rating system

Scheduling HR compliance audits should be part of the company's overall strategy to avoid legal risk.

True

According to the evolution of HR work, in _____, HR continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions.

Wave 4

Performance management began as a simple tool to drive _____ but has evolved more recently into a tool used for _____.

accountability; employee development

Human resources compliance is an area that traces back to the very origin of the human resources function—to

administrative and regulatory functions.

Within an organization, the primary lever to address the drive to _____ is culture, and the actions are to foster mutual reliance and friendships, to value collaboration and teamwork, and to encourage best practice sharing.

bond

From its earliest inception as a primarily compliance-type function, human resource management has further expanded and evolved into its current state as a key driver of human capital development.

True

Higher-potential employees, no matter what the level, often display the following competencies: business acumen, strategic thinking, leadership skills, people skills, learning agility, and technology skills.

True

The identification of poor performers is a challenge that has existed since the earliest days of performance management, and even the most formal performance management process does not seem to be particularly good at weeding out poor performers.

True

The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age or older from employment discrimination based on age.

False

With growing dissatisfaction with performance management processes, Agile Manifesto was developed by software developers and emphasized principles of all of these EXCEPT:

emotional intelligence.

At BAC Toys, employees go through hiring and onboarding, to performance management and talent development, all the way through to transitions such as job change and promotion, to retirement and exit. This is called ______.

employee life cycle

Compensation and benefits are the two elements that make up the total reward strategy used by organizations to attract, motivate, retain and engage employees.

False

Jay Patel is the HR manager at BNB Manufacturing. Jay is interested in establishing the pay-for-performance structure at BNB. Which of the following should be the final step in establishing this framework Jay should focus on?

Communicate and train managers and employees on the pay for-performance philosophy and process changes.

World at Work defines a total rewards strategy as the six elements of total rewards that collectively define an organization's strategy to attract, motivate, retain and engage employees. Which of the following is NOT an element of this total rewards?

Employee life cycle

Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. Jay's boss tells him that if any of BNB's current human resources and compensation policies conflict with pay for performance, they should be reviewed and changed. Jay should focus on which of the following step in the framework to address these issues?

Identify any gaps that exist in the current processes.

Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. Jay's boss is interested in the following questions: How much differentiation of performance will we have? What is the cost of doing this pay-for-performance? Jay should focus on which of the following step in the framework to obtain these answers?

Review the financial impacts of creating pay-for-performance changes.

Best practices for effective recruiting of key leadership hires suggest that every two to three years there should be a review of high-level leadership requirements based on the strategic plan.

True

Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. In these efforts, Jay's boss tells him to include the design of a merit matrix that ties employee annual pay increases to performance as well as the design of a short-term bonus matrix and a long-term bonus pay-for-performance strategy. Jay should focus on which of the following step in the framework to address these issues?

Update compensation processes with new pay for-performance elements.

Which of these refers to the increasing competition for recruiting?

War for talent

Within an organization, the primary lever to address the drive to _____ is job design, and the actions are to design jobs that have distinct and important roles in the organization, as well as jobs that are meaningful and foster a sense of contribution.

comprehend

In organizations today, success depends on talent acquisition outsourcing to external recruiters.

False

_____ entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons.

FMLA of 1993

Four different drives that underlie motivation include the drives to acquire, enjoy, expand, and defend.

False

_____ extends rights to many private-sector employees, including the right to organize and bargain with their employer collectively.

NLRA of 1947

According to the evolution of HR work, the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance were the focus of which of the following?

Wave 1

According to the evolution of HR work, ______ focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing.

Wave 2

According to Nohria, Groysberg, and Lee, within an organization, the primary lever to address the drive to ____ is the reward system.

acquire