Assignment 2 | M03 TM

Systems that provide resources for line managers to increase a new hire’s productivity and engagement during the first six months on a job describe

• realistic job previewing

• orientation

• onboarding

• coaching

What do firms use to coordinate career planning efforts, succession plans, and employees' career interests?

• outplacement counseling

• coaching

• reality shock

• integrated talent management software

Which of the following is a specific example of a career development activity?

• job evaluation

• training workshop

• college recruitment

• performance appraisal

• coaching

A performance meeting allows the employer and employee to discuss the facts and how the employee’s performance is affecting the organization. What else should be part of a performance meeting?

• Steps for corrective action

• Peer review

• Discussion with senior leadership

• Dispute resolution

When an employee's performance is so poor that a written warning is required, the warning should _________

• identify the standards by which the employee is judged

• provide examples of employees who met the standards

• provide examples of times when the employee met the standards

• be written by a labor law attorney in accordance with federal guidelines

When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to ________________

• limit negative feedback to once every year

• provide specific examples of critical incidents

• acknowledge the supervisor's personal biases in the situation

• hold the meeting with other people who can document the situation

When conducting an appraisal interview, supervisors should do all of the following EXCEPT __________

• ask open-ended questions

• give specific examples of poor performance

• write up an action plan with goals and dates

• compare the person's performance to that of other employees

Which of the following best describes the purpose of an appraisal interview?

• training supervisors in the rating process

• identifying potential interpersonal problems

• making plans to correct employee weaknesses

• discussing and scheduling training programs

MBO (managing by objectives) performance appraisal systems focus primarily on employee:

• competencies

• behaviors

• results

• traits

(a)   is determining and preparing for future talent needs, identifying and developing high-potential employees for the organization’s future success