Question 1

Subjective appraisals are harder to challenge legally than objective appraisals.

Accepted Answer

Not being as subject to personal bias,objective appraisals are harder for employees to challenge on legal grounds,such as for age,gender,or racial discrimination.

Question 2

The type of appraisal in which employees are evaluated by their managers, peers, and subordinates is called the 360-degree assessment.

Accepted Answer

This is a correct statement.

Question 3

A company that evaluates its truckers based on miles of freight hauled is using subjective appraisals.

Accepted Answer

The evaluation based on miles of freight hauled is an objective measure, rather than a subjective appraisal which involves personal opinions and biases.

Question 4

When doing a performance appraisal, the manager will assess the employee's performance and provide feedback.

Accepted Answer

This is because the purpose of a performance appraisal is to review an employee's performance and provide feedback on their strengths and areas for improvement. The manager will evaluate the employee's work against established goals and expectations, and provide constructive criticism and support to help the employee grow and develop in their role.

Question 5

Every year 10% of GE's managers are assigned the bottom grade, and if they don't improve, they are asked to leave the company. This is an example of a forced ranking performance review system.

Accepted Answer

The statement describes the characteristics of a forced ranking performance review system, in which a predetermined percentage of employees are given low rankings and may ultimately be terminated if they do not improve. Therefore, the statement is true.

Question 6

Factors such as what the individual's level is in the organization or how much experience he or she has do not determine basic compensation.

Accepted Answer

Factors such as the individual's level in the organization and experience are often taken into account in determining basic compensation.

Question 7

Computer-assisted instruction is often a type of off-the-job training.

Accepted Answer

Computer-assisted instruction is a form of training that is usually conducted off-the-job, which means that it does not take place in the normal work environment. Typically, employees are given access to a computer-based training program that is designed to help them improve their skills or learn new ones. This type of training can be completed at the employee's own pace and is often more flexible than other forms of training that require employees to attend workshops or courses at specific times.

Question 8

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement is called performance management.

Accepted Answer

This statement is true. Performance management is a process of continuous improvement of job performance through various techniques such as goal setting, feedback and coaching, and rewards and positive reinforcement.

Question 9

The first step in the training process is an assessment of what training is needed.

Accepted Answer

The first step in the training process is to assess what training is needed, which involves identifying the knowledge and skill gaps among employees and determining which areas need improvement.

Question 10

Depending on preparation, the forced ranking performance review system may have negative effects on morale, productivity, and loyalty or it may encourage managers to identify and remove poor performers.

Accepted Answer

The forced ranking performance review system has been criticized for causing a negative impact on morale, productivity, and loyalty. However, if the system is prepared carefully, it may encourage managers to identify and remove poor performers.

Question 11

Formal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

Accepted Answer

Formal appraisals are scheduled and involve a more rigorous evaluation of employee performance, typically using standardized criteria and rating scales. Informal appraisals are unscheduled and may involve more subjective feedback and observations.

Question 12

An orientation helps a newcomer fit smoothly into the job and the organization.

Accepted Answer

An orientation program provides essential information about the organization's goals, objectives, culture, policies, and procedures, which can help new employees adjust to their new environment and perform their job responsibilities effectively.

Question 13

Understanding the organization's mission and operations, the job routine and the organization's work rules and benefits should be considered an integral part of employee orientation.

Accepted Answer

Understanding the organization's mission and operations, job routine, and work rules and benefits are important aspects of employee orientation as they help the employees acclimate to the organization and perform their job duties effectively.

Question 14

Stock options are found not to induce employees to be more productive or to attract or retain top performers.

Accepted Answer

Stock options are a type of incentive,rather than a benefit,used to induce employees to be more productive or to attract and retain top performers.

Question 15

Designed to enrich the lives of all employees in the organization, who are paid all or in part by the organization, benefits are additional nonmonetary forms of compensation.

Accepted Answer

Benefits are nonmonetary forms of compensation provided to employees paid all or in part by the organization to enhance their quality of life.

Question 16

Incentives are not considered a part of compensation.

Accepted Answer

Incentives, such as bonuses and commissions, are considered a part of compensation as they reward an employee's performance and contribute to their overall pay.

Question 17

A behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors.

Accepted Answer

A BARS rates employee performance based on specific behaviors and uses gradations to measure their effectiveness in those behaviors.

Question 18

Because the evaluator's personal bias can affect the ratings, trait appraisals' validity may be questionable.

Accepted Answer

The evaluator's personal bias can lead to subjective ratings, which may reduce the validity of the trait appraisal.

Question 19

In the United States, private industry spends an average of $31.93 per hour worked in employment compensation, of which wages and salaries accounted for 69.9% and benefits 30.1%.

Accepted Answer

This statement is true according to data from the Bureau of Labor Statistics as of March 2021.

Question 20

HR professionals distinguish between training and development.

Accepted Answer

HR professionals recognize a distinction between training, which is focused on immediate skill development and job performance, and development, which involves longer-term growth and career advancement.

Quiz 9: Human Resource Management: Getting the Right People for Managerial Success