29. You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on?

C. Motivation - Coaching - I would have a discussion with the employee on why their performance has fallen off.

A. Procedural Knowledge - I would have the employee review procedures.

B. Declarative Knowledge - I would send the employee to training.

33. Which of the following is an example of an effective performance objective?

D. Increase overall sales by 10% over last year by the end of this calendar year.

C. Increase sales by 10% by end of quarter

34. One of the characteristics of performance objectives is that they should be limited to 3 to 5 maximum. Why is this an important?

A. More objectives would make it difficult to convey a strong sense of priority for the desired objectives.

C. It is too hard to come up with more than three objectives.

D. Employees don't like a lot of objectives because they have to work harder.

35. Which statement best describes the difference between a performance standards and performance objectives?.

A. Performance standards effect all employees in a single position while objectives are unique to the individual

C. Performance standards are unique to the individual, objectives effect all employees in a single position.

42. Which of the following should be a part of a general performance discussion?

A. Set clear expectations for the employee and the position.

C. Discuss both past and future behavior.

D. Contain a recap of prior discussions.

B. Add new data to surprise the employee.

43. Organizations depend on performance review data for many reasons. Which of the follow is an example of an organizational use of performance review data?

B. leadership development and succession planning.

A. individual development and growth plans.

D. individual compensation increases.

44. When doing a employee performance review, which of the following is important to make sure it part of the review?

D. Have a fair amount of focus on the future, as part of the discussion.

A. Inflate the rating or be vague so the employee will not be demotivated.

B. Focus mostly on past behavior so the employee realizes what a great job they have done.

C. Delegate to the employee the task of determining how he/she will improve performance.

46. When you need to have a difficult feedback discussion, which of the following should be TRUE of that discussion?

C. Include alternative behavioral options for the employee to improve upon.

A. Be sympathetic to the employee's issues.

47. "Feedback is like a shot" was talked about in the video. Why?

D. Feedback helps us to get better.

B. Feedback, like a shot, should be given by a professional.

48. As a manager you want to get feedback from other sources (Multi rater feedback) with your sales employees who are located in store locations each with three other employees. Which of the following sources would you want to make SURE to get feedback from?

D. Customers, peers and the employee.

49. People who give multi rater feedback should do all of the following EXCEPT:

D. Provide feedback on the employee's personality.

A. Provide feedback that includes behavioral examples.

B. Provide examples of positive behavior.

C. Provide performance that was observed.

51. Which of the following were described as intentional errors when rating employees?

D. Being an "easy grader."D. Being an "easy grader."

C. Assigning additional "traits" to an employee.

53. Which of the following are effective strategies to minimize legal issues in performance management?

A. Have HR and/or senior managers provide oversight of final reviews.

B. Provide training that contains insight on rater errors and why they occur.

D. Provide calibration training to managers who conduct reviews.

C. Inflate employee ratings to make employees look good.

54. Which of the following are tips for minimizing rater errors?

A. Oversight by others in the organization (HR - Senior managers).

C. Monitor across departments and manager for overall consistency.

D. Hire managers who have experience.

56. Performance reviews have a number of purposes, which of the following would NOT be considered a purpose of the performance review?

A. To build a case against an employee in order to terminate the employee.

C. Identifies areas for development.

57. Employees generally want the same out of the review process as managers do. Which of the following represents what employees want from the review process?

A. Job enrichment and career opportunities.

B. Feedback on a regular basis.

C. Involvement in goal setting.

D. Writing their own Job descriptions.

58. What is the NOT an advantage of a common window approach?.

D. The common window approach can be time consuming if the manager has a large number of employees.

A. Gives manager an opportunity to review all at their employees at the same time.

B. Is easier to allocate salary increases based on performance.

C. More likely manager will accurately assess / compare employee performance

59. Which of the following components of feedback is considered ineffective (avoid this)?

A. Feedback should be given in the form of a feedback "sandwich" (e.g. You did great, but ...).

B. Identify consequences for not improving performance.

C. Feedback must be verifiable.

60. Which of the following are desired characteristics in the person selected to give feedback in the multi-rater process?.

A. Increases legal liability because non-managers are involved in the process

B. Someone who has observed the employees behavior.

D. Conveys a strong commitment to the performance management process.

C. Someone who will be brutally honest with the employee.

61. There are a number of pro's and con's for multi-rater feedback. Which of the following are reasons why we might want to use multi-rater feedback?

B. Employees will have a chance to receive feedback from other people besides their managers.

C. Multi rater feedback decreases potential bias.

D. Multi rater feedback provides a platform for managers to discuss difficult issues.

A. It reduces manger's workload, because they will not be the only one involved in the performance review process.

62. Feedback is a key ingredient in helping employees grow. Without feedback it is difficult to understand areas for development. Which of the following costs do we suffer when we do NOT give employees feedback?"

A. Employees are not given direction on "development opportunities" (areas to improve).

C. Employees have an inaccurate perception of their performance.

63. Which of the following are considered intentional errors in the performance evaluation process?

A. Leniency and strictness errors

B. Similar to me / different from me errors.

.C. Recency / primacy effect errors.

64. Managers sometimes inflate and deflate ratings for various reasons. Which of the following best describes the actual impact of rater inflation / deflation (i.e. a reason why we should NOT inflate/deflate ratings)?

B. Inflating ratings does not give employees to get accurate feedback. Thus, the employee is denied the opportunity to actually improve performance.

A. Inflating ratings will give a well deserved raise and will increase performance.

C. Deflating employee errors will teach employees a lesson and send a message that you are a tough manager.

D. Inflating rating will create better performance because the employee will feel better.

65. Three of the following are typically components of "rater error training." Which of the following components is NOT a typical part of "rater error training" programs as discussed in our video lessons?

D. Understanding of the compensation system.

A. Understand different types of rater errors/distortions and why managers commit these errors.

B. Big picture overview of the performance management system.

C. Calibration and frame of reference training.

66. Which of the following was stated in video concerning culture and strategy?

A. Culture eats strategy for breakfast.

B. Strategy eats culture for breakfast.

68. Which of the following would describe attributes of culture in an organization?

B. Corporate citizenship, norms and morés.

HRM 7

Authored by Le Tram

Business

University

Used 1+ times

AI Actions

Add similar questions

Adjust reading levels

Convert to real-world scenario

Translate activity

More...

Content View

Student View

50 questions

Show all answers

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

21. As a member of the senior management team, you want to make sure there is consistency among the managers in various departments and no poorly written reviews with language that could cause legal in performance ratings. Which or the following design elements from the lecture would best accomplish those objectives?

A. HR or management oversight.

B. Transparency.

C. Comprehensive.

D. None of the answers are correct.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

22. Which of the following is a positive impact of performance management on the employees as discussed in the lecture?

A. Decreased motivation due to no flexibility in their jobs.

B. All of the above.

C. Better understanding of the job duties and performance standards.

D. Larger increases in compensation.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

23. Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model?

A. Employee coaching.

C. Discussing the Job descriptions.

D. Two way communication on performance activities.

B. Monitoring employee performance.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

24. Which of the following training topics would help to best solve an issue of favoritism in the review process?

A. Rater error training.

B. Training on documenting performance.

C. Handling difficult performance discussions.

D. Performance review training.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

25. Which of the following is NOT a performance management best practice?

A. Automate when possible for efficiency and better analytics.

B. Have employees give reviews to their peers.

C. Have a process to give employees a "voice" for input on performance management process.

D. Ensure performance management processes are communicate to all employees.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

26. According to the lesson, when looking at performance, we often use results _____________.

A. to infer behavior.

B. when behaviors are not easily observed.

C. to infer behavior and/or when behaviors are not easily observed.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

27. When defining performance we focus on:

A. Results.

B. Behaviors.

Access all questions and much more by creating a free account

Create resources

Host any resource

Get auto-graded reports

Continue with Google

Continue with Email

Continue with Classlink

Continue with Clever

or continue with

Microsoft

Apple

Others

Already have an account?

Similar Resources on Wayground

50 questions

Mid SEM IB Policy A222

Quiz

•

University

50 questions

TLE5- ENTREPRENEURSHIP REVIEW

Quiz

•

University

55 questions

Personal Finance Checking and Banking

Quiz

•

12th Grade - University

50 questions

Finals_Wealth and Investment

Quiz

•

University

50 questions

Purchasing and Inbound Logistics (LSCM7) Exam

Quiz

•

University

48 questions

Cycle #3 - Mid Cycle Exam

Quiz

•

9th Grade - University

50 questions

HRM 136 - Quiz #01

Quiz

•

University

46 questions

Strategies for negotiating

Quiz

•

University

Popular Resources on Wayground

15 questions

Fractions on a Number Line

Quiz

•

3rd Grade

20 questions

Equivalent Fractions

Quiz

•

3rd Grade

25 questions

Multiplication Facts

Quiz

•

5th Grade

54 questions

Analyzing Line Graphs & Tables

Quiz

•

4th Grade

$fractions$

22 questions

fractions

Quiz

•

3rd Grade

20 questions

Main Idea and Details

Quiz

•

5th Grade

20 questions

Context Clues

Quiz

•

6th Grade

15 questions

Equivalent Fractions

Quiz

•

4th Grade

Discover more resources for Business

7 questions

How James Brown Invented Funk

Interactive video

•

10th Grade - University

5 questions

Helping Build the Internet: Valerie Thomas | Great Minds

Interactive video

•

11th Grade - University

12 questions

IREAD Week 4 - Review

Quiz

•

3rd Grade - University

23 questions

Subject Verb Agreement

Quiz

•

9th Grade - University

7 questions

Renewable and Nonrenewable Resources

Interactive video

•

4th Grade - University

19 questions

Review2-TEACHER

Quiz

•

University

15 questions

Pre2_STUDENT

Quiz

•

University

20 questions

Ch. 7 Quadrilateral Quiz Review

Quiz

•

KG - University

HRM 7

22. Which of the following is a positive impact of performance management on the employees as discussed in the lecture?

23. Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model?

24. Which of the following training topics would help to best solve an issue of favoritism in the review process?

25. Which of the following is NOT a performance management best practice?

26. According to the lesson, when looking at performance, we often use results _____________.

27. When defining performance we focus on:

28. A bank teller knowing all of the products a bank offers is an example of ________?

29. You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on?

30. Which of the following was NOT listed as best HR practices in this lesson?.

Access all questions and much more by creating a free account

Similar Resources on Wayground

Popular Resources on Wayground

Discover more resources for Business