- Description
HRM 531 Week 3 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 14 / 15
Concepts Mastery Questions
Requirements of Effective Appraisal Systems 100% • 1
- 2• 3
Methods of Appraising Employee Performance 100% • 4
- 5• 6
Performance-Appraisal Legalities 100% • 7
- 8• 9
Elements of Effective Performance Feedback Interviews 100% • 10
- 11
- 12
Four Broad Types of Internal Moves 100% • 13
- 14
- 15
Concept: Requirements of Effective Appraisal Systems
Mastery : 100% Questions : • 1
- 2• 3
Materials on the concept:
- Requirements Of Effective Appraisal Systems
1.
________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.
- A.
Relevance
- B.
Sensitivity
- C.
Reliability
- D.
Acceptability
2.
_____ translate job requirements into levels of acceptable or unacceptable employee behavior.
- A.
Absolute rating systems
- B.
Qualitative analyses
- C.
Reliability judgments
- D.
Performance standards
3.
One requirement of sound appraisal systems is _____, which refers to consistency of judgment.
- A.
reliability
- B.
sensitivity
- C.
relevance
- D.
acceptability
Concept: Methods of Appraising Employee Performance
Mastery : 100% Questions : • 4
- 5• 6
Materials on the concept:
- Alternative Methods Of Appraising Employee Performance
4.
Which of the following is an advantage of narrative essays?
- A.
Good for individual feedback and development
- B.
Good for making comparisons across employees
- C.
Forces raters to make distinctions among employees
- D.
Provides a direct link between job analysis and performance appraisal
5.
Which of the following is a disadvantage of forced distribution?
- A.
Difficult to make comparisons across employees
- B.
May be inaccurate if a group of employees is either very effective or ineffective
- C.
Provides little basis for individual feedback and development
- D.
Forces raters to make distinctions among employees
6.
The advantage of using a behavioral checklist is that
- A.
it is good for individual feedback and development
- B.
the meaning of response categories is generally interpreted similarly by various raters
- C.
it focuses directly on job behaviors
- D.
it provides a direct link between job analysis and performance appraisal
Concept: Performance-Appraisal Legalities
Mastery : 100% Questions : • 7
- 8• 9
Materials on the concept:
- Purposes Of Performance-Appraisal Systems
- Requirements Of Effective Appraisal Systems
7.
Appraisals provide legal and formal organizational justification for
- A.
employment decisions
- B.
keeping unions out
- C.
high executive salaries
- D.
bringing legal action against employees
8.
The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines
- A.
relevance
- B.
sensitivity
- C.
reliability
- D.
coherence
9.
To avoid legal difficulties regarding performance appraisals, organizations should
- A.
train supervisors on how to skip embarrassing questions
- B.
allow supervisors flexibility in the appraisal process
- C.
provide written instructions and train supervisors on the rating system
- D.
use the competitors appraisal system
Concept: Elements of Effective Performance Feedback Interviews
Mastery : 100% Questions : • 10
- 11
- 12
Materials on the concept:
- Secrets Of Effective Performance-Feedback Interviews
10.
Prior to the performance-feedback interview, the supervisor should
- A.
communicate frequently with subordinates about their performance
- B.
refrain from speaking to subordinates
- C.
have a coworker complete the entire appraisal
- D.
set aside a maximum of 15 minutes to write the appraisal
11.
Most companies require that appraisal results be
- A.
e-mailed to the employee
- B.
signed by the manager
- C.
sent by certified mail to the employee
- D.
discussed with the employee
12.
Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.
- A.
a bonus
- B.
vacation
- C.
a promotion
- D.
training
Concept: Four Broad Types of Internal Moves
Mastery : 100% Questions : • 13
- 14
- 15
Materials on the concept:
- Internal Staffing Decisions: Patterns of Career Change
- Promotions
13.
From the organizations perspective, the four broad types of internal moves include
- A.
layoffs, retirements, resignations, and demotions
- B.
demotions, transfers, relocations, and up
- C.
promotions, demotions, transfers, and relocations
- D.
promotions, demotions, transfers, and layoffs
14.
Psychologically, promotions help satisfy employees’ need for
- A.
superiority
- B.
separation
- C.
discipline
- D.
security
15.
To minimize defensive behavior, procedures used for promotion decisions must be
- A.
changed frequently
- B.
flexible
- C.
rigid
- D.
fair