Question 1

During which of the following steps in establishing a performance improvement plan should the manager clearly lay out the areas for improvement and the action plan?

Accepted Answer

When meeting with the employee, the manager should clearly lay out the areas for improvement and the action plan as part of the performance improvement plan.

Question 2

Job analysis impacts performance appraisal by:

Accepted Answer

Job analysis impacts performance appraisal by uncovering specific performance criteria, which are essential for evaluating employee performance accurately.

Question 3

Which of the following types of feedback is most useful to help employees develop and realize their full potential?

Accepted Answer

Feedback provided as an ongoing activity in real-time is the most useful to help employees develop and realize their full potential. This allows employees to receive immediate feedback and make necessary adjustments as they work, leading to continuous growth and development. Feedback given on a monthly or quarterly basis can also be helpful, but may not provide enough opportunities for real-time adjustments. Feedback that takes place once or twice a year is typically not frequent enough to be effective in promoting employee growth and development.

Question 4

A highly valid performance appraisal system is based on which of the following?

Accepted Answer

The answer of A highly valid performance appraisal system is...

Question 5

An employee categorized as a current star who is awarded an opportunity to participate in a leadership training program has received which type of developmental opportunity?

Accepted Answer

The employee has been awarded an opportunity to participate in a leadership training program, which is an educational opportunity. This type of developmental opportunity is typically offered to high-potential employees who are seen as future leaders within the organization.

Question 6

Which of the following describes a key feature of comparative evaluation methods?

Accepted Answer

Comparative evaluation methods involve comparing one employee's performance to that of their co-workers. This can help identify areas where an employee may excel or may need improvement in comparison to their peers.

Question 7

Unacceptably high numbers of poor performers within an organization indicates which of the following?

Accepted Answer

Unacceptably high numbers of poor performers within an organization indicate errors elsewhere in the human resource management function, such as inadequate training, poor performance management, or inadequate recruitment and selection processes.

Question 8

When a time frame is set for performance improvement, the length of time allotted depends on which of the following?

Accepted Answer

The length of time allotted for performance improvement typically depends on the job and its specific requirements, as different roles may have varying expectations and standards for performance.

Question 9

Which of the following tools categorizes employees as future, current, and consistent stars?

Accepted Answer

9-box grids are a commonly used tool in succession planning to categorize employees based on their potential and performance. The grid is divided into three sections: high potential, high performance (future stars), moderate potential, high performance (current stars), and moderate potential, moderate performance (consistent performers). This tool helps identify employees who should be prioritized for development and career advancement opportunities.

Question 10

Which of the following is a new trend in rater training?

Accepted Answer

Training about how to make valid judgments based on complex information is a new trend in rater training, as organizations are recognizing the importance of ensuring accurate and fair evaluations in complex work environments. The other options may be important components of rater training, but they are not necessarily new trends.

Question 11

If an employee receives an unsatisfactory performance review and the employee and manager are engaged in a performance improvement process, how often should feedback be provided?

Accepted Answer

Feedback should be provided weekly in a performance improvement process to ensure the employee understands their progress and areas needing improvement, allowing for timely adjustments and support.

Question 12

The performance evaluation method that requires a rater to place each employee in order from best to worst is the:

Accepted Answer

The ranking method requires a rater to place each employee in order from best to worst. This method is simple and straightforward, but can lead to potential biases and may not provide detailed feedback on specific behaviors or skills.

Question 13

Which of the following steps for establishing a performance improvement plan involves seeking assistance from the HR department to ensure that the plan is clear, specific, unemotional, and attainable within the set time frame?

Accepted Answer

The HR department can provide guidance on how to write a clear, specific, unemotional, and attainable performance improvement plan.

Question 14

Performance measures are defined as:

Accepted Answer

The answer of Performance measures are defined as:
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Question 15

Which of the following is a way for organizations to give poor-performing employees the opportunity to succeed, while still holding them accountable for past performance?

Accepted Answer

A performance improvement plan (PIP) is a structured approach to support and improve employee performance. It outlines goals and objectives that the employee needs to meet, provides regular feedback and coaching, and sets a timeline for improvement. By implementing a PIP, the organization is giving the employee the opportunity to succeed while still holding them accountable for past performance.

Question 16

The recency effect is a potential rater bias that occurs when:

Accepted Answer

The recency effect occurs when the rater allows recent employee actions to unduly influence their performance evaluation. This means that the rater is focusing too much on recent behavior and not taking into account the employee's overall performance over a longer period of time.

Quiz 8: Performance Management