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