Question 1

Jeremiah, a vice president of human resources, wants to ensure that his company's performance management process is effective, so he sets up an annual review of the process. What should that review measure?

Accepted Answer

The review should measure whether measures of individual performance support the department's and company's objectives. This is the most important factor in ensuring that the performance management process is effective. The other options may also be important, but they are not as critical as ensuring that performance measures align with organizational objectives.

Question 2

In the context of performance management, which term refers to a measure that obtains consistency of results over time?

Accepted Answer

Test-retest reliability refers to the consistency of results over time, meaning that if the same assessment is given to an individual at two different points in time, the scores obtained should be similar if the measure has high test-retest reliability. Validity refers to the accuracy of the measure in assessing what it claims to assess. Interrater reliability refers to the consistency of results when multiple raters are evaluating the same individual or performance. Acceptability refers to whether the measure is perceived as fair and appropriate by the individuals being evaluated. Specificity refers to the ability of the measure to accurately identify individuals who do not have the specific attribute or skill being measured.

Question 3

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the ________ purpose of a performance management system.

Accepted Answer

The purpose of using a performance management system for day-to-day decisions about salary, benefits, and recognition programs falls under the administrative purpose. This purpose is related to administrative tasks such as compensation management, workforce planning, and legal compliance.

Question 4

When BBG Inc. was preparing to roll out a new performance management system, Kayla, the human resource executive, insisted that for the new system to succeed, they must first explain it to employees. Kayla said employees need to perceive the system as fair. Why would this effort make the performance management system more effective?

Accepted Answer

When employees perceive a performance management system as fair, they are more likely to accept and apply the feedback they receive. This makes the system more effective because employees are more likely to use the feedback to improve their performance.

Question 5

Braddington Inc. wants to assess the performance of its employees. It uses a questionnaire that has a usually high fit with strategy, usually high validity, usually high reliability, moderate acceptability, and very high specificity. Which approach to employee performance is being focused on by this questionnaire?

Accepted Answer

The questionnaire with high fit with strategy, high validity, high reliability, and high specificity is most likely focused on measuring behaviors, making choice C (behavioral) the best option. The moderate acceptability could suggest that the questionnaire is somewhat intrusive or unpopular with employees, but this does not definitively indicate a focus on results, quality, comparative or attribute approaches.

Question 6

John and Nina, managers at Aderton Enterprises, want to the check the consistency of results for a performance measure that uses ratings by a supervisor. They want to know if different supervisors would rate the same behavior the same way. In the context of criteria for effective performance management, John and Nina are interested in the measure's

Accepted Answer

John and Nina are looking for interrater reliability, which measures the degree to which different raters or evaluators would give consistent ratings or scores for the same behavior or performance. Validity refers to whether the measure is actually measuring what it is intended to measure. Test-retest reliability measures consistency over time. Specificity refers to how well the measure distinguishes between different aspects of performance. Accountability refers to how well the results are communicated and used to make decisions or take action.

Question 7

Which of the following helps performance management meet the goals of supporting strategy and developing employees?

Accepted Answer

The answer of Which of the following helps performance management...

Question 8

What is the last step in performance management process?

Accepted Answer

The last step in the performance management process is providing consequences for performance results, which involves recognizing and rewarding good performance or addressing poor performance.

Question 9

Meghan is the new HR manager at Turner Times. She meets with the company's leaders to discuss how she intends to support business objectives. Meghan tells them that Turner Times has a performance management process that delivers reliable information, but it needs to be more strategic. Which action would best make performance management more strategic?

Accepted Answer

Setting individual performance measures that are linked to the organization's goals would make performance management more strategic. This ensures that employee performance aligns with the overall objectives of the company, and helps to prioritize activities that contribute to achieving those objectives. It creates a clear line of sight between individual performance and organizational success, making it easier to identify opportunities for improvement and to reward high-performing employees. The other choices may also be important considerations for effective performance management, but they do not necessarily make it more strategic.

Question 10

What is the first step in performance management process?

Accepted Answer

The first step in performance management process is to define performance outcomes for company division and department. This means setting and clarifying expectations for what is expected from employees in terms of their performance. Without clear performance outcomes, it becomes difficult to evaluate performance, develop goals, and provide consequences or identify areas for improvement.

Question 11

Which statement is true of effective performance management?

Accepted Answer

Effective performance management not only evaluates employee performance but also includes recognition and feedback for top performers, indicating that they are valued and appreciated in the organization.

Question 12

Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?

Accepted Answer

Option D describes using performance feedback to identify assignments that will help employees build on their strengths, which is a key aspect of developing employees' skills and abilities. Options A, B, and C describe using performance feedback primarily for administrative purposes, while option E describes aligning employee goals with organizational objectives, which is related but not identical to using performance feedback for development purposes.

Question 13

Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation?

Accepted Answer

Since accuracy in placing orders is not an issue, the problem seems to be with Jason's skills in retrieving information about orders. Arranging for training would be the best way to address the issue and improve Jason's performance in this area.

Question 14

Brian, the HR manager at Haller Co., establishes a performance management system for his company. He wants to check the consistency of results over time. In the context of criteria for determining the effectiveness of performance measures, Brian is trying to check the ________ of the performance management system.

Accepted Answer

Test-retest reliability refers to the consistency of results over time. In this case, Brian wants to check if the performance management system produces consistent results over time, which falls under test-retest reliability. Validity refers to the accuracy of a measurement, specificity refers to the degree to which a measure can distinguish between different aspects of performance, interrater reliability refers to the consistency of results among different raters, and acceptability refers to the willingness of employees and managers to use and accept the performance management system. While these criteria are also important for performance management systems, they are not directly related to Brian's current concern.

Question 15

In the context of effectiveness of performance management, ________ means the extent to which a measurement tool actually measures what it is intended to measure.

Accepted Answer

Validity is the extent to which a measurement tool or an assessment genuinely measures what it is supposed to measure.

Question 16

"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which purpose of performance management?

Accepted Answer

The statement highlights the developmental purpose of performance management, which is aimed at improving employees' knowledge, skills, and capabilities through coaching, feedback, and training. This purpose focuses on enhancing employee performance and promoting continuous learning and growth.

Question 17

The human resource department of Wallace Corp. brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?

Accepted Answer

The consultant is saying that some behaviors that contribute to business success are not being measured, which indicates a deficiency in the performance management system's validity. Option A is about irrelevant measures, Option B is inconsistent rating, Option C is inconsistent over time and Option E is about vague measures, which are all different from the deficiency the consultant is highlighting.

Question 18

Kathryn, a manager at Harper Haw, uses a rating tool to evaluate the performance of her subordinates. However, she finds that the scale she used did not yield consistent results, and she could not determine if a change had taken place in the performance of the employees. What was lacking in the rating scale?

Accepted Answer

The inconsistency in results indicates a lack of reliability in the rating tool. Validity refers to whether the tool actually measures what it is intended to measure, acceptability refers to whether the tool is suitable for use in a particular context or culture, transparency refers to whether the rating process is clear and accessible, and specificity refers to the level of detail in the criteria used for the rating. While these factors are important, the lack of consistency in results points to a lack of reliability as the primary issue.

Question 19

Ty, the HR manager at Elrod Engines, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?

Accepted Answer

The most likely cause of nervousness about conducting performance appraisals is the understanding that performance management supports administrative decisions that have a significant impact on employees, such as promotions, terminations, and salary adjustments. This responsibility can be daunting for new supervisors.

Question 20

In performance appraisal, ________ refers to whether an appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

Accepted Answer

Validity refers to whether an appraisal measures what it is intended to measure. This includes ensuring that all relevant aspects of performance are being evaluated and irrelevant aspects are being excluded.

Quiz 10: Managing Employees Performance