Question 1

The evaluation purpose of performance appraisal focuses on future performance.

Accepted Answer

The evaluation purpose of performance appraisal primarily focuses on assessing past performance, not future performance.

Question 2

The act of sharing experiences and insights between a senior person and a new or early-career employee is known as management development.

Accepted Answer

Management development focuses on improving the skills and knowledge of managers and potential managers, whereas the act of sharing experiences and insights between a senior person and a new or early-career employee is more accurately described as mentoring.

Question 3

A performance management system sets standards, assesses results, and plans actions to improve future performance.

Accepted Answer

A performance management system is designed to establish standards or expectations, evaluate employee job performance based on those standards, and take actions to provide feedback, identify plans for future improvement, and support personal and professional growth.

Question 4

Top managers will likely benefit from management development programs that focus on developing a better understanding of multifunctional viewpoints.

Accepted Answer

The answer of Top managers will likely benefit from management...

Question 5

The first six months of employment in a given organization is crucial because it is during this time that original performance expectations are set and patterns for future employee-employer relationships are established.

Accepted Answer

The first six months of employment are typically referred to as the probationary period, during which the employer and the employee have the opportunity to evaluate whether the job is a good fit. It is important for the employer to set clear expectations during this time and for the employee to establish good work habits and relationships with coworkers and supervisors.

Question 6

The development purpose of performance appraisal is intended to let people know where they stand relative to performance objectives and standards.

Accepted Answer

The answer of The development purpose of performance appraisal is...

Question 7

The primary intent of orientation is to enable new employees time to complete job-related paperwork.

Accepted Answer

The primary intent of orientation is to provide new employees with information about the company culture, procedures, policies, and their job responsibilities. While paperwork may be included as part of the process, it is not the primary intent.

Question 8

Employee orientation typically involves clarifying the organization's mission and culture, explaining operating objectives and job expectations, and communicating policies and procedures.

Accepted Answer

Employee orientation is intended to familiarize new hires with the organization's goals, values, and expectations, as well as to provide them with information about their roles and responsibilities, as well as the organization's policies and procedures.

Question 9

Socialization is a set of activities designed to familiarize new employees with their jobs, with co-workers, and with the organization as a whole. Orientation is the process of influencing the expectations, behaviours, and attitudes of a new employee in a manner considered desirable by the organization.

Accepted Answer

The definitions are swapped. Orientation is the process of familiarizing new employees with their jobs, co-workers, and the organization, while socialization influences expectations, behaviors, and attitudes.

Question 10

Management development involves training that is specifically targeted to improve a person's knowledge and skills in the fundamentals of management and leadership.

Accepted Answer

Management development is a targeted training program that focuses on improving a person's knowledge and skills in management and leadership.

Question 11

A manager acts in a judgmental role when he or she gives a direct evaluation of another person's accomplishments, and in a counselling role when he or she focuses on a subordinate's developmental needs.

Accepted Answer

This statement is true. When a manager gives a direct evaluation of someone's accomplishments, they are acting in a judgmental role. On the other hand, when they focus on a subordinate's developmental needs, they are acting in a counseling role.

Question 12

Mentoring is a form of off-the-job training in which early-career employees are formally assigned as protégés to senior persons.

Accepted Answer

Mentoring can occur both on and off the job, and it does not necessarily involve a formal assignment of protégés to senior persons; it can also be an informal relationship for guidance and support.

Question 13

The critical-incident technique is a behaviour-based approach that can reduce the influence of recency bias on evaluations.

Accepted Answer

The critical-incident technique involves focusing on specific examples of behavior to evaluate performance, rather than relying on more general impressions. By doing so, it can help reduce the impact of recency bias, which can be particularly important in performance evaluations where recent performance may be given undue weight.

Question 14

A manager is using the behaviourally anchored rating scale method of performance appraisal when the employee's performance is evaluated using specific descriptions of actual behaviours in a given job.

Accepted Answer

This is the correct description of the behaviourally anchored rating scale method of performance appraisal. It involves rating an employee's performance based on specific behaviours that are directly related to the job.

Question 15

When an experienced person provides performance advice to another person, the on-the-job training method being used is known as coaching.

Accepted Answer

Coaching involves an experienced person providing guidance and feedback to another person to improve their performance. It is a form of on-the-job training where the coach helps the employee develop their skills and reach their full potential.

Question 16

The intent of socialization in the human resource management process is to help newcomers fit into the work environment in a way that furthers their development and performance potential.

Accepted Answer

Socialization in the human resource management process is aimed at helping new employees adapt to the company culture, policies, and procedures, as well as develop positive relationships with co-workers and managers, which in turn can enhance their job satisfaction and productivity.

Question 17

All trait-based performance appraisal methods tend to be very subjective and as a result, have relatively poor reliability and validity.

Accepted Answer

Trait-based performance appraisal methods rely heavily on subjective judgments and personal opinions, making it difficult to ensure consistency and objectivity in rating employees. This can result in lower reliability and validity of the appraisal process.

Question 18

The critical-incident technique of performance appraisal involves keeping a running log or inventory of effective and ineffective job behaviours.

Accepted Answer

The critical-incident technique of performance appraisal involves keeping a record or inventory of effective and ineffective job behaviours. This helps managers identify patterns of behaviour and provide feedback to employees on specific actions or incidents that had an impact on their performance.

Question 19

Performance appraisal is the process of formally assessing someone's work accomplishments and providing feedback.

Accepted Answer

This statement accurately describes the process of performance appraisal.

Question 20

The evaluation purpose of performance appraisal is intended to assist people in their training and continued personal development.

Accepted Answer

The evaluation purpose of performance appraisal is primarily aimed at assessing an employee's job performance and productivity to make decisions regarding promotions, pay raises, and layoffs, rather than focusing on training and personal development.

Quiz 13: Strategic Human Resource Management