Human Resource Management HRM/531
Psychologically, promotions help satisfy employees’ need fora. superiorityb. securityc. disciplined. separation
2. Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.a. a bonusb. a promotionc. vacationd. training
3. _____ translate job requirements into levels of acceptable or unacceptable employee behavior.a. Reliability judgmentsb. Qualitative analysesc. Absolute rating systemsd. Performance standards
4. Prior to the performance-feedback interview, the supervisor shoulda. communicate frequently with subordinates about their performanceb. set aside a maximum of 15 minutes to write the appraisalc. have a coworker complete the entire appraisald. refrain from speaking to subordinates
5. From the organizations perspective, the four broad types of internal moves includea. promotions, demotions, transfers, and relocationsb. promotions, demotions, transfers, and layoffsc. layoffs, retirements, resignations, and demotionsd. demotions, transfers, relocations, and resignations
6. Most companies require that appraisal results bea. discussed with the employeeb. sent by certified mail to the employeec. e-mailed to the employeed. only provided on an annual basis
7. To minimize defensive behavior, procedures used for promotion decisions must bea. flexibleb. fairc. changed frequentlyd. rigid
8. The advantage of using a behavioral checklist is thata. it focuses directly on job behaviorsb. it is good for individual feedback and developmentc. it provides a direct link between job analysis and performance appraisald. the meaning of response categories is generally interpreted similarly by various raters
9. Which of the following is a disadvantage of forced distribution?a. Provides little basis for individual feedback and developmentb. May be inaccurate if a group of employees is either very effective or ineffectivec. Difficult to make comparisons across employeesd. Forces raters to make distinctions among employees
10. Appraisals provide legal and formal organizational justification fora. employment decisionsb. high executive salariesc. bringing legal action against employeesd. keeping unions out
11. The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determinesa. sensitivityb. reliabilityc. coherenced. relevance
12. Which of the following is an advantage of narrative essays?a. Provides a direct link between job analysis and performance appraisalb. Good for making comparisons across employeesc. Forces raters to make distinctions among employeesd. Good for individual feedback and development
13. One requirement of sound appraisal systems is _____, which refers to consistency of judgment.a. relevanceb. acceptabilityc. sensitivityd. reliability
14. ________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.a. Sensitivityb. Acceptabilityc. Reliabilityd. Relevance
15. To avoid legal difficulties regarding performance appraisals, organizations shoulda. use the competitors appraisal systemb. allow supervisors flexibility in the appraisal processc. train supervisors on how to skip embarrassing questionsd. provide written instructions and train supervisors on the rating system
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