- Description
HRM 326T Wk 2 – Practice: Assignment
Complete the Week 2 Practice Assignment in MyEducator.
Which of the following is NOT a sub-goal of evaluation?
Feedback for performance improvement
Wage and salary decisions
Promotion
Evaluation and training effectiveness
FEEDBACK
2 / 2 (100.0%)
Which of the following is considered a subjective rating measurement of performance?
Weighted checklist
Alternation ranking
Forced distribution
Paired comparison
FEEDBACK
2 / 2 (100.0%)
Which of the following is NOT a characteristic of a legally defensible performance system?
Management should be committed to the PA system and communicate this commitment throughout the organization
PAs should not involve the development and communication of performance standards to employees
Raters should have ample opportunity to observe the performance of the rate
Ratees should be provided with feedback of the results of the PA and should have an opportunity to appeal to a higher level manager if they disagree
FEEDBACK
2 / 2 (100.0%)
“To increase the number of invoices processed to 150 per day by October 1st” is an example of ________.
Goal
Commitment
Expectation
Standard
FEEDBACK
2 / 2 (100.0%)
Which of the following is not considered an objective performance measure?
Productivity
Sales
Absenteeism
Trait rating
FEEDBACK
2 / 2 (100.0%)
Feedback should always be _________.
Positive
Encouraging
People-oriented
Problem-oriented
FEEDBACK
2 / 2 (100.0%)
Which of the following is NOT a sub-goal of development?
Identification of training needs
Career planning
Validation of employee selection approaches
Feedback of performance improvement
FEEDBACK
2 / 2 (100.0%)
Which of the following is NOT an important step in the termination interview?
Review the specifics of the severance
Have a third person present
Take a while to get to the point of the interview
Plan the interview carefully
FEEDBACK
2 / 2 (100.0%)
Which of the following should NOT be done when establishing and applying grievance procedures?
Administering the procedures at will by the management
Clearly stating the procedures as company policy
Establishing procedures to ensure due process
Communicating the procedures to all employees
FEEDBACK
2 / 2 (100.0%)
Which of the following often happens when the courts ask employers to show evidence of poor employee performance when an employee is dismissed?
The records of employee performance are accurately used
Employees are informed they are performing inadequately
Employees are not given the chance to respond to the charges of poor performance
The records of employee performance are accurately maintained
FEEDBACK
2 / 2 (100.0%)
Which of the following can help an employee understand and change their behavior?
Apply rules that are unnecessary if management wants them
The employee knows the rules, so ignoring the behavior will help them change in time
Apply open communication with the employees
Communicate openly with the employee about their characteristics that are not helping the organization
FEEDBACK
2 / 2 (100.0%)
What is a benefit to using the progressive discipline system?
It is easy to implement.
It is strict.
It is complex.
It is consistent.
FEEDBACK
2 / 2 (100.0%)
When an employer terminates an employee because they are motivated by malice, they are in violation of which of the exceptions to the at-will doctrine?
Breach of implied covenant
Implied contract
Breach of working conditions
Public policy
FEEDBACK
2 / 2 (100.0%)
Which of the following is NOT something that an organization can do to achieve a match between employee rights and obligations and employer rights and obligations?
Ensure rights are observed
Establish programs as they are needed
Not establish programs since they are not needed
Recognize employee rights
FEEDBACK
2 / 2 (100.0%)
What is a difference between the non-punitive system and the progressive discipline system?
The progressive discipline starts out with a verbal warning while the non-punitive starts with a written warning of the inappropriate behavior
The progressive discipline focuses on the employee accepting the rules and the non-punitive system focuses on complying with the rules
The progressive discipline has the employer terminate while the non-punitive lets the employee decide whether they want to accept responsibility and change or leave the organization.
The progressive discipline provides an opportunity for the employee to provide feedback while the non-punitive only allows the employer to provide feedback.
FEEDBACK
2 / 2 (100.0%