HRIR 3021 EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS GRADED A++ LATEST UPDATE
The strategic purpose of an effective performance management process is to
help an organization _____.
achieve its business objectives
Performance appraisals should measure whether employees are engaging in
behaviors that support the organization's goals and culture. This criterion is
described as _____.
fit with strategy
The administrative purpose of a performance management system is to provide
_____.
information for day-to-day decisions about recognition programs, benefits, and salary
After the manager told Miles he was doing a great job, Miles used what his
manager told him about his work performance to do an even better job. This
demonstrates how a performance management system has a(n) _____ purpose.
developmental
When assessing validity, information that is relevant to the performance but not
gathered and measured is considered a _____ in the performance measure.
deficiency
The third step in the performance management process involves _____.
providing employees with training
,With regard to performance measures, which of the following criteria represents
the dependability of the results that the performance measure will deliver?
Reliability
Meredith pointed out that Sonja had not yet been trained on the new development
software and would need to be trained before she could be considered for a
management position. Which part of the performance management process does
this describe?
Identify improvements needed
Which criterion takes into account whether or not employees want to use a
performance measure?
acceptability
Customer service is a key attribute of Sharon's Shoe Shop. Sharon expects all of
her employees to provide excellent service, and her performance appraisals go
over this area in detail. Which criterion for effective performance is Sharon
using?
Fit with strategy
Feedback should be _____ in nature. In other words, it should expressly describe
to an employee what is expected of him or her.
specific
True or false: The information in a performance appraisal has a small impact on
the future of individual employees.
False
,Which technique for making comparisons as part of a performance appraisal
asks that managers order employees in a ranked group from highest performer to
lowest performer?
simple ranking
In the case of performance appraisal, which criteria refers to whether or not an
appraisal measures all the relevant aspects of performance and omits the
irrelevant ones?
validity
Justine has been told by the HR director that she should rank 10% of her
employees as exceptional, 25% as exceeding standards, and 65% as meeting
standards. What method for comparing employee performance does this
demonstrate?
Multiple choice question.
Forced-distribution
Interrater reliability refers to the consistency of results when _____.
multiple people are measuring performance
True or false: In the paired-comparison method of performance measurement, the
employee with the lowest number of points is considered the top-ranked
employee.
False
Mallory told her manager that having employees fill out three surveys about their
skill levels was too time consuming and seemed unfair to those who only
, required one skill for their job. What criterion for performance management is
Mallory concerned with?
acceptability
Barb is frustrated because the feedback she received from her manager didn't
explain why she was being demoted. Which criterion for effective performance
management is missing from Barb's feedback?
Specificity
Which of the following is a benefit of ranking employees as part of performance
measurement?
It helps avoid the tendency to rank everyone near the center of the rating scale.
What is the major downside of using the ranking method as part of a performance
appraisal method?
validity
When does the forced-distribution method of performance measurement work
best?
when the members of a certain group vary greatly in terms of their performance
Why does rating employee attributes on a graphic rating scale have low
reliability?
Because manager ratings tend to be subjective
Which method of performance measurement compares employees in the group
with each other to establish rankings?
paired-comparison
COMPLETE SOLUTIONS GRADED A++ LATEST UPDATE
The strategic purpose of an effective performance management process is to
help an organization _____.
achieve its business objectives
Performance appraisals should measure whether employees are engaging in
behaviors that support the organization's goals and culture. This criterion is
described as _____.
fit with strategy
The administrative purpose of a performance management system is to provide
_____.
information for day-to-day decisions about recognition programs, benefits, and salary
After the manager told Miles he was doing a great job, Miles used what his
manager told him about his work performance to do an even better job. This
demonstrates how a performance management system has a(n) _____ purpose.
developmental
When assessing validity, information that is relevant to the performance but not
gathered and measured is considered a _____ in the performance measure.
deficiency
The third step in the performance management process involves _____.
providing employees with training
,With regard to performance measures, which of the following criteria represents
the dependability of the results that the performance measure will deliver?
Reliability
Meredith pointed out that Sonja had not yet been trained on the new development
software and would need to be trained before she could be considered for a
management position. Which part of the performance management process does
this describe?
Identify improvements needed
Which criterion takes into account whether or not employees want to use a
performance measure?
acceptability
Customer service is a key attribute of Sharon's Shoe Shop. Sharon expects all of
her employees to provide excellent service, and her performance appraisals go
over this area in detail. Which criterion for effective performance is Sharon
using?
Fit with strategy
Feedback should be _____ in nature. In other words, it should expressly describe
to an employee what is expected of him or her.
specific
True or false: The information in a performance appraisal has a small impact on
the future of individual employees.
False
,Which technique for making comparisons as part of a performance appraisal
asks that managers order employees in a ranked group from highest performer to
lowest performer?
simple ranking
In the case of performance appraisal, which criteria refers to whether or not an
appraisal measures all the relevant aspects of performance and omits the
irrelevant ones?
validity
Justine has been told by the HR director that she should rank 10% of her
employees as exceptional, 25% as exceeding standards, and 65% as meeting
standards. What method for comparing employee performance does this
demonstrate?
Multiple choice question.
Forced-distribution
Interrater reliability refers to the consistency of results when _____.
multiple people are measuring performance
True or false: In the paired-comparison method of performance measurement, the
employee with the lowest number of points is considered the top-ranked
employee.
False
Mallory told her manager that having employees fill out three surveys about their
skill levels was too time consuming and seemed unfair to those who only
, required one skill for their job. What criterion for performance management is
Mallory concerned with?
acceptability
Barb is frustrated because the feedback she received from her manager didn't
explain why she was being demoted. Which criterion for effective performance
management is missing from Barb's feedback?
Specificity
Which of the following is a benefit of ranking employees as part of performance
measurement?
It helps avoid the tendency to rank everyone near the center of the rating scale.
What is the major downside of using the ranking method as part of a performance
appraisal method?
validity
When does the forced-distribution method of performance measurement work
best?
when the members of a certain group vary greatly in terms of their performance
Why does rating employee attributes on a graphic rating scale have low
reliability?
Because manager ratings tend to be subjective
Which method of performance measurement compares employees in the group
with each other to establish rankings?
paired-comparison
