HRM CH 7, 9 Review

360-degree feedback helps leaders see how they are perceived by a number of different work associates.

• True

• False

A behaviorally-anchored rating scale is more precise and scientifically developed than other rating scales used in performance evaluation.

• True

• False

A consulting firm recommends that a starting point to implement an effective High-Performance Work System (HPWS) is to develop

• a network of HR outsourcing firms.

• partnership between manufacturing and marketing.

• a team culture that supports the sytem.

• accurate skills inventory.

A data-driven approach to performance evaluation would include extensive comments made about the work by co-workers.

• True

• False

A frequently-used alternative to the annual performance appraisal is for managers to

• eliminate face-to-face appraisals.

• conduct face-to-face appraisals frequently throughout the year.

• post appraisals on social media each month.

• conduct performance appraisals twice a year over a company-paid dinner.

A good person to ask about an individual worker's training and development needs is the worker's immediate manager.

• True

• False

A good source of information about organizational needs for development is a study of job requirements.

• True

• False

A graphic ratings scale measures how well the worker has performed on various work dimensions, such as job knowledge

• True

• False

A high-involvement work system has not been shown to enhance innovation because of the frequent interaction among team members.

• True

• False

A high-performance work system can not attempt to help the company workforce become a source of sustainable competitive advantage.

• True

• False