Performance Management
Exam Questions
Course Introduction
Performance Management explores the strategies and processes organizations use to improve employee performance and achieve organizational goals. The course examines key concepts including goal setting, performance appraisal methods, coaching, feedback, and development planning. Students will learn how to design effective performance management systems, link individual objectives to organizational strategy, and address challenges such as bias, motivation, and resistance to feedback. Through case studies and practical exercises, the course also emphasizes the legal and ethical considerations involved in performance evaluation, aiming to develop the skills required for fostering a culture of continuous improvement within diverse workplaces.
Recommended Textbook
Human Resource Management 14th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) Which HR specialty involves preparing job descriptions?
A) compensation manager
B) EEO coordinator
C) job analyst
D) recruiter
Answer: C
Q2) Which of the following includes five basic functions-planning,organizing,staffing,leading,and controlling?
A) job analysis
B) strategic management
C) management process
D) adaptability screening
Answer: C
Q3) Which function of the management process includes selecting employees,setting performance standards,and compensating employees?
A) organizing
B) planning
C) motivating
D) staffing
Answer: D
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Chapter 2: Equal Opportunity and the Law
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Q1) Which defense requires showing that there is an overriding company-related purpose for a discriminatory practice and that the practice is therefore acceptable?
A) prima facie
B) business necessity
C) adverse impact
D) mixed motive
Answer: B
Q2) Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?
A) disparate rejection rates
B) restricted policy approach
C) population comparisons
D) McDonnell-Douglas test
Answer: D
Q3) What steps can an employee take to address the problem of sexual harassment in the work place?
Answer: Employees can take the following 5 steps: 1)Verbal protest,2)Write a letter to the accused,3)File verbal and written report,4)File claim at local EEOC,and 5)Consult an attorney.
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Q1) What is a company's plan for how it will match its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage?
A) strategic plan
B) situation analysis
C) SWOT analysis
D) tactical plan
Answer: A
Q2) A strategic audit would most likely NOT be used by an HR manager to assess a firm's procedures and practices in regards to employee benefits.
A)True
B)False
Answer: False
Q3) Although applicant tracking systems typically increase overall recruiting costs,the benefits of hiring high-performing employees are worth the investment for most firms.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Q1) How does the ADA affect hiring practices? How does an HR manager determine whether or not a job description complies with the ADA?
Q2) What type of information is contained in the job identification section of a job description?
A) job title
B) job summary
C) major functions or activities
D) standards of performance
Q3) A manager uses the information in a job analysis for all of the following EXCEPT
A) assessing training requirements
B) complying with FCC regulations
C) determining appropriate compensation
D) providing accurate performance appraisals
Q4) Effective talent management focuses on developing employee competencies that align with strategic goals.
A)True
B)False
Page 6
Q5) In a brief essay,compare and contrast job descriptions and job specifications.
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Chapter 5: Personnel Planning and Recruiting
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Q1) Which of the following best explains why firms are using temporary workers more frequently?
A) low cost when hired through agencies
B) workers' desires for flexible schedules
C) high cost of workers' compensation insurance
D) weak economic confidence among employers
Q2) Which of the following is typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job?
A) employers
B) employees
C) state employment commissions
D) independent recruiters
Q3) Every state has a public,state-run employment service agency.
A)True
B)False
Q4) What methods are used by both small and large firms to forecast the supply of inside candidates?
Q5) In a brief essay,explain how strategic planning relates to both Workforce planning and recruiting.
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Chapter 6: Employee Testing and Selection
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Q1) Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations?
A) searching social networking sites for posted information about the applicant
B) using a database to access information about the applicant's credit history
C) locating references other than the ones provided by the applicant
D) using a search engine to find information about the applicant
Q2) Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing.List and explain the meaning of the big five dimensions.How do personality traits correlate with job performance?
Q3) Although inexpensive to develop,assessment centers are infrequently used by employers because such tests have a weak correlation with future job performance.
A)True
B)False
Q4) How can employers protect themselves against negligent hiring? How can employers protect themselves against defamation?
Q5) EEO laws require nondiscriminatory selection procedures for protected groups.
A)True
B)False
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Chapter 7: Interviewing Candidates
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Q1) What are some considerations and parameters an employer should do in developing and extending a job offer?
Q2) Which of the following terms refers to individuals asked by the EEOC to apply for employment which they do not intend to accept,for the sole purpose of uncovering unlawful discriminatory hiring practices?
A) spies
B) moles
C) testers
D) insiders
Q3) Which question below is an example of a behavioral question?
A) "Can you tell me about a time when you solved a really difficult problem?"
B) "What is your attitude about working with a sales team instead of independently?"
C) "What factors do you consider before underwriting an insurance policy for a new client?"
D) "What are your long-term goals and aspirations as a social worker?"
Q4) What are profiles? What role do profiles play in the employee selection process?
Q5) How can a firm protect itself from charges of discrimination in its interview process? What is the role of testers in employment discrimination?
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Chapter 8: Training and Developing Employees
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Sample Questions
Q1) Mark Caffrey,vice president of sales at Samson Pharmaceuticals,manages a sales team of ten employees.
Members of Mark's sales force vary in experience level.Four members of the sales team have worked at Samson for less than one year.The other six salespeople have been with Samson anywhere from three to seven years.Mark recently received the annual sales report and noticed that sales have been dropping steadily over the last year.Mark is considering the idea of providing training to his sales team as a way to boost sales. All of the following questions are relevant to Mark's decision to implement a training program for his sales team EXCEPT ________.
A) What methods are used for recruiting and interviewing individuals for sales positions?
B) Does every salesperson understand what his or her performance standards are?
C) What tools are available to sales team members to help them work efficiently?
D) What were the results of attitude surveys distributed to the sales team?
Q2) Employee orientation programs range from brief,informal introductions to lengthy,formal courses.
A)True
B)False
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Page 10
Chapter 9: Performance Management and Appraisal
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Q1) Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.
A)True
B)False
Q2) You are conducting an appraisal interview with an employee whose performance is satisfactory but for whom promotion is not possible.Which incentive listed below would most likely be the LEAST effective option for maintaining satisfactory performance in this situation?
A) time off
B) small bonus
C) recognition
D) professional development
Q3) What is the primary goal of using mixed standard scales?
A) improving validity
B) reducing rating errors
C) clarifying performance standards
D) illustrating feedback for subordinates
Q4) Describe the four basic types of appraisal interviews.
Q5) What are the essential steps of the performance appraisal process?
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Chapter 10: Employee Retention, Engagement, and Careers
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Q1) When the organization desires to cut cost and raise profitability,downsizing could be an option. In a brief essay,discuss the matter that needs to be carefully considered in reducing the number of people employed by a firm.
Q2) Studies indicate that approximately 40% of the global workforce is engaged. A)True B)False
Q3) All of the following are characteristic of a formal promotion process EXCEPT
A) open positions are posted
B) promotion criteria are made available
C) job postings are circulated to all employees
D) promotions are based on unpublished requirements
Q4) Employers that focus on talent management are primarily interested in retaining
A) educated workers
B) senior-level employees
C) mission-critical employees
D) workers with global experience
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Page 12
Chapter 11: Establishing Strategic Pay Plans
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Q1) In a brief essay,discuss the purpose of job evaluations.Discuss the similarities and differences between job evaluations conducted for managerial positions and lower level positions at a firm.
Q2) Which of the following job evaluation methods is associated with almost every comparable worth lawsuit?
A) job classification method
B) job grading method
C) ranking method
D) point method
Q3) What are the advantages for employers of claiming that someone doing work for them is an independent contractor rather than an employee?
Q4) While laws exist to protect against discrimination in compensation based on gender and age,no law protects against such discrimination against persons with disabilities.
A)True
B)False
Q5) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
Q6) What are the five main elements of a competency-based pay plan?
Q7) Explain the equity theory of motivation.What are the four forms of equity?
Page 13
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Craig is a line manager at a paper supply company.All of the following are methods that Craig should most likely implement to motivate his subordinates EXCEPT
A) recognizing an employee's contribution
B) encouraging workers to earn overtime pay
C) gaining agreement on goals with employees
D) using positive reinforcement on a daily basis
Q2) In a brief essay,discuss the difference between annual bonuses for employees and gainsharing plans.
Q3) Edward is the new sales manager at Wilson Auto Mart.The previous sales manager set commission rates informally without considering how much each sale covered expenses.As a result,Wilson Auto Mart barely breaks even on each car sale once commissions are paid.Edward wants to motivate his sales force but avoid having excessive commissions. All of the following questions are relevant to developing an effective sales compensation plan EXCEPT ________.
A) How much time does each Wilson salesperson spend with qualified prospects?
B) What are the motivation and skill levels of Wilson sales team members?
C) What is the average annual bonus received by Wilson's CEO?
D) What is Wilson's desired profit for each car sale?
Q4) List the basic steps in implementing a gainsharing plan.
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Chapter 13: Benefits and Services
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Q1) Which of the following sets minimum mental health care benefits?
A) Civil Rights Act
B) Employee Mental Health Act
C) Americans with Disabilities Act
D) Mental Health Parity Act
Q2) Social Security provides health benefits to terminated employees and their families for 18 months following the employee's separation from the firm.
A)True
B)False
Q3) What are the key steps for launching a successful EAP program? Should firms offer EAPs? Why or why not?
Q4) ________ seek to enable employees to balance their job and family responsibilities.
A) Sick leave
B) Pension plans
C) Work-life benefits
D) Benefit management systems
Q5) What policy issues must employers address when developing benefit plans? What federal laws influence employers' pension and health plans?
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Chapter 14: Ethics and Employee Rights and Discipline
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Q1) Employers should avoid providing dismissed employees with full explanations of why and how termination decisions were made because such details typically lead the former employees to file wrongful discharge lawsuits.
A)True
B)False
Q2) In which organizational document are an organization's rules and regulations usually stated?
A) employee handbook
B) federal code of ethics
C) mission and vision statement
D) human resource policy manual
Q3) Firms considered high performance work systems should strive to cut costs rather than downsize because employee morale is especially important to the firm's productivity and profitability.
A)True
B)False
Q4) How do both firms and individuals benefit from fair treatment in the workplace? When employee discipline is necessary,how can firms ensure that the disciplinary process is fair?
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Vaughn Manufacturing develops and manufactures microphone components.Over the last few years,the firm has made numerous HR changes with the goal of becoming a high-performance work system.Vaughn employees work in self-directed teams,participate in regular training programs,and receive frequent performance appraisals.Vaughn executives want to make sure that the firm's new methods are not perceived as sham unions.Which of the following would most likely help Vaughn accomplish this goal?
A) allowing employee teams to bargain over wages
B) increasing committee supervision by managers
C) electing employee representatives to committees
D) involving employees in program formation
Q2) Which of the following was passed in 1935 to amend the Norris -LaGuardia Act?
A) Taft-Hartley Act
B) New Deal Act
C) Wagner Act
D) Landrum-Griffin Act
Q3) What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?
Q4) What are the ways that an employer can lose an NLRB election?
Q5) What is union security? Explain the five types of union security.
Page 17
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Chapter 16: Employee Safety and Health
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Q1) A safety program that identifies employee conduct that contributes to accidents and then trains workers to avoid such conduct is known as a ________ program.
A) strategic safety
B) behavior-based safety
C) positive reinforcement safety
D) employee participation-based safety
Q2) In a brief essay,discuss the observable behaviors that may indicate an employee has an alcohol-related problem.Identify and describe the behavior associated with each stage of alcoholism.
Q3) People who are impulsive and highly extroverted tend to be accident prone.
A)True
B)False
Q4) The mail room at Citibank uses special scanners to check the safety of incoming mail.This is most likely an example of ________.
A) mechanical security
B) organizational security
C) natural security
D) architectural security
Q5) What steps are involved in a basic industrial hygiene program?
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Chapter 17: Managing Global Human Resources
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Q1) Which of the following is most likely NOT covered by kidnapping and ransom insurance policies?
A) abductions
B) ransoms
C) crisis teams
D) weapons
Q2) In many European countries,________ replace the union-based worker-management mediations typical in the U.S.
A) HR managers
B) corporate attorneys
C) work councils
D) bargaining units
Q3) ________ are formal,employee-elected groups of worker representatives that meet monthly with managers to discuss topics affecting the employees.
A) Bargaining units
B) Work councils
C) Mediation groups
D) Employee boards
Q4) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Entrepreneurial Firms
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Q1) Unlike large organizations,small businesses benefit from familiarity with employees and flexibility and informality in HR management.
A)True
B)False
Q2) Human resource management in small firms is unlike HR management in large firms for all of the following reasons EXCEPT ________.
A) size
B) industry
C) priorities
D) informality
Q3) A(n)________ system provides a firm's managers and accountants with detailed information about short-term,daily activities,like accounts payables and order status.
A) transaction-processing
B) executive support
C) management information
D) employee assistance
Q4) What are the basic elements and steps involved in a manual HR system? What are the benefits of using an automated HR system?
Page 20
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