HRM544 CHAPTER 1

Dangers of a poorly implemented performance management system include all of the following EXCEPT

• A. Increased emphasis on behaviors rather than results

• B. Lawsuits/internal complaints of discrimination

• C. Biased performance ratings

• D. Decreased employee motivation

Income protection programs include:

• A. Pension Plans

• B. Medical Insurance

• C. Social Security

• D. All of the above

_____________ focuses on positions and duties, rather than on an individual’s contribution.

• Contingent pay

• Base pay

• Cost-of-living adjustments

• Short-term incentives

The ___________ purpose of PM systems is to furnish valid and useful information for making employment decisions including salary adjustments, promotions, and terminations.

• strategic

• informational

• administrative

• developmental

Information gained from the organizational maintenance purpose of a PM system is used for all of the following EXCEPT:

• Workforce planning

• Evaluating the effectiveness of job descriptions

• Evaluating the effectiveness of HR programs

• Creating talent inventories

Performance management systems should be thorough, meaning that:

• All employees should be evaluated

• An employee’s flaws should be discussed at length

• The review should cover the entire review period

• A and C

Tangible returns include

• Base pay

• Learning opportunities

• Respect from coworkers

• None of the above

Relational returns include:

• Income protection

• Recognition and status

• Challenging work

• B and C

Pay added to base pay that depends upon an employee’s performance is called:

• An allowance

• Contingent pay

• Relational return

• A benefit

Relational returns include all of the following EXCEPT:

• Challenging work

• Performance bonuses

• Employment security

• Recognition and status