Performance Management
Final Exam
Course Introduction
Performance Management is a comprehensive course that explores the strategies, tools, and techniques essential for assessing and enhancing employee performance within organizations. Students will examine key concepts such as goal setting, performance appraisal systems, feedback mechanisms, and reward structures, all aimed at aligning individual and organizational objectives. The course also addresses the challenges of performance measurement, including bias, motivation, and fairness, while offering practical approaches to coaching, feedback, and continuous improvement. Through case studies and real-world applications, students will gain the skills necessary to design and implement effective performance management systems that foster productivity, employee development, and organizational success.
Recommended Textbook
Managing Performance through Training and Development 6th Edition by Alan
M Saks
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Page 2
Chapter 1: The Training and Development Process
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Q1) Research seems to indicate a negative relationship between per employee expenditures on training and development and voluntary and involuntary turnover rates.
A)True
B)False
Answer: False
Q2) An example of strategic training would be an enterprise offering cultural training given that its strategy calls for international expansion.
A)True
B)False
Answer: True
Q3) What are two extrinsic benefits that training will give an employee?
A) an improved marketability and greater job security
B) a greater sense of self-efficacy and a sense of accomplishment
C) a more positive attitude toward their employer and their own confidence
D) a greater sense of engagement toward customers and fellow employees
Answer: A
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Chapter 2: Organizational Learning
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Q1) In 2011,VanCity committed to double its expenditures in training and development.What need(s)was VanCity trying to address with this new expenditure?
A) maximizing profits for its current members while growing its footprint as a credit union
B) creating a more efficient workforce
C) delivering on its corporate social responsibility mandate of helping create a sustainable community
D) strengthening its workforce capacity to enable the company to meet its objectives
Answer: D
Q2) With what category is intellectual capital grouped?
A) organizational assets
B) organizational liabilities
C) organizational expenditures
D) organizational income
Answer: A
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4
Chapter 3: Learning and Motivation
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Q1) Self-efficacy is related to judgments that people have about their ability to successfully perform an activity.Therefore,self-efficacy is task specific.
A)True
B)False
Answer: True
Q2) An individual with an internal locus of control believes their actions have little impact on their behaviour.
A)True
B)False
Answer: False
Q3) Self-efficacy is positively related to training motivation.
A)True
B)False
Answer: True
Q4) The famous psychologist B.F.Skinner used the terms negative reinforcement and punishment synonymously.
A)True
B)False
Answer: False
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Chapter 4: The Needs Analysis Process
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Q1) Under which scenario is training the LEAST likely intervention in dealing with a performance problem?
A) Mary performs a particular task frequently
B) Providing Mary with coaching is too expensive and time consuming
C) Mary has a mission critical role
D) Mary does not receive feedback on her performance
Q2) According to the textbook,what is one critical issue associated with using existing job descriptions in the task analysis process?
A) Job descriptions may be dated and not reflective of current job requirements.
B) It may be time consuming to retrieve job descriptions.
C) Job descriptions are costly and may not be available.
D) Job descriptions tend to be vague, not reflecting the skills, knowledge, and abilities needed to perform a job.
Q3) Outline the differences between a cognitive task analysis and a team task analysis.
Q4) Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.
A)True
B)False
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Chapter 5: Training Design
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Q1) The human resources department (HR)of an organization is about to create a request for proposal.What are the most critical elements that should be considered by the HR department?
A) determining the number of trainers required to deliver the training program
B) creating the proper scope for the project including a budget and specific training methods to be used
C) describing in detail the training needs required, and how those needs fit the overall training strategy
D) creating a vendor scorecard to grade vendors so as to provide a level of transparency in the selection process
Q2) Distinguish between error training and error-avoidant training.
Q3) According to the textbook,what should training content be anchored on?
A) the employee who is to perform the desired behaviour
B) the needs and objectives of the training
C) the standard that will evaluate the behaviour
D) the time when the new content will be needed
Q4) Describe the differences between massed and distributed practice,and explain the benefits of each.
Q5) Define and briefly describe the term active practice.
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Chapter 6: Off-The-Job Training Methods
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Q1) The lecture method offers trainees four key advantages; efficiency,accuracy of material dissemination,allows for large amounts of information to be shared with trainees,and offers trainees the ability to self-pace.
A)True
B)False
Q2) What is one potential drawback of using games as a training method?
A) trainers are not comfortable with the method; hence, they limit its usage
B) tendency to focus exclusively on one functional area
C) tendency to create potential unhealthy competition between trainees
D) trainees tend to not enjoy games as a training method
Q3) Which of the following methods of training is based on social cognitive theory and observation learning?
A) action learning
B) simulation
C) behaviour modelling
D) audio-visual
Q4) List at least five purposes or benefits of using the discussion method.
Q5) What are the factors that should determine the choice of a training method?
Q6) Compare and contrast the case study and the case incident methods.
Page 8
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Chapter 7: On-The-Job Training Methods
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Q1) What are the critical deliverables of the Standards Red Seal Program in Canada?
A) consistency of training and promoting skill labour mobility across Canada
B) consistency of training and promoting skill development in white-collar occupations
C) consistency of training and delivering cost-recovery programs across Canada
D) consistency of training and ensuring the specific needs of companies are met
Q2) Explain the three stages of the preparation phase of job instruction training that concern the trainee.
Q3) Identify and describe some of the benefits associated with using on-the-job training methods?
Q4) From the perspective of an employee,what are some of the benefits associated with job rotation?
A) greater responsibility and accountability
B) indication that the company takes employee development seriously
C) opportunities for greater remuneration and enhanced career opportunities
D) more work for the same level of pay
Q5) The Canadian Armed Forces formalized the notion of on-the-job training during WWII.
A)True
B)False
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Chapter 8: Technology-Based Training Methods
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Q1) Which instructional method describes the process of addressing individual trainees' preferences and needs?
A) customization
B) stories
C) personalization
D) individual feedback loops
Q2) Which of the following design principles for computer-based training has the textbook identified as being grounded in research?
A) the cost principle
B) the modality principle
C) the social constructivism principle
D) the systems learning principle
Q3) Web conferencing allows experts and trainees to share knowledge across geographical locations.
A)True
B)False
Q4) Define and describe at least two advantages and disadvantages of distance learning.
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Chapter 9: Training Delivery
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Q1) What should ideally happen after the training program has finished?
A) trainees reflect on the training and provide positive responses
B) trainees make suggestions for future improvements to the program
C) trainees share with co-workers their satisfaction with the training experience
D) trainees' behaviour and performance show a change
Q2) The "greeting participants" factor of a learning climate may include an e-mail sent by the trainer explaining the goals and objectives of the training program prior to trainees arriving at the training site.
A)True
B)False
Q3) Which of the following is NOT influenced by seating arrangements at a training event?
A) trainee involvement
B) trainee energy
C) learning outcomes
D) trainee participation
Q4) A training program lasting four days should include a lesson plan for each day.
A)True
B)False
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Chapter 10: Transfer of Training
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Q1) Relapse prevention is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them.
A)True
B)False
Q2) Which of the following barriers to the transfer of training have been found to be the most critical?
A) supervisor support and the social support system in an organization
B) time pressures and the lack of opportunities to use new skills
C) old habits that could not be changed and a reward system that is not congruent with new skills
D) the social support system and the work processes do not support the new skills
Q3) Which of the following factors is NOT included in the readiness to learn/trainability formula?
A) ability
B) perceptions of the work environment
C) reward system
D) motivation
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Chapter 11: Training Evaluation
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Q1) Identify the four levels of Kirkpatrick's hierarchical model of evaluation and briefly explain the concerns with it.
Q2) Affective reaction measures the level of perceived usefulness of a training program.
A)True
B)False
Q3) According to the Conference Board of Canada,which of the following statements best describes the state of training evaluation in Canada?
A) more than 50 percent of Canadian companies assessed training in some fashion in 2010
B) the level of sophistication of training evaluation methods has increased over the last few years
C) Canadian companies appear to be disillusioned with training evaluation results
D) the most common methods of training evaluations are results and behaviour focused
Q4) Compare and contrast the concepts of perceived support and anticipated support.
Q5) Identify and briefly describe the four categories of the COMA training evaluation model.
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Chapter 12: The Costs and Benefits of Training Programs
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Q1) Jack Phillips offers a step by step method for converting training benefits into monetary values.What does he suggest be done in the last step?
A) determine a value for each unit
B) calculate the change in performance
C) focus on a single unit
D) determine the annual value
Q2) Why did Human Resources and Social Development Canada award $1.3 million to the Canadian Society of Training and Development?
A) to develop Canadian training evaluation techniques
B) to study ROI case studies in numerous organizations
C) to conduct cost-effectiveness evaluations
D) to study Canadian trends in training and development
Q3) In order to calculate the net benefit of a training program,a training administrator would subtract the training cost from the financial benefit of the program.
A)True
B)False
Q4) Identity and briefly outline the advantages and disadvantages of the three ways to administer training accounts.
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Chapter 13: Training Programs
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Q1) Define sexual harassment and explain the importance of sexual harassment training.
Q2) According to Lavis,what type of training has the greatest percentage of training expenditures in Canadian organizations?
A) professional skills training
B) information technology skills training
C) basic skills training
D) management skills training
Q3) Organizations that offer excellent customer service also tend to spend less on customer service training.This is a result of having hiring strategies that identify employees with customer-centric skills.
A)True
B)False
Q4) Describe health and safety training and identify at least six things that should be included in a health and safety training program.
Q5) Explain the differences between technical skills training and information technology training and provide an example of each.
Q6) What specifically are areas that TQM requires employees to be trained in?
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Page 15
Chapter 14: Management Development
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Q1) Management education refers to the acquisition of a broad range of managerial knowledge and general conceptual abilities.
A)True
B)False
Q2) According to Phillip Hunsaker,what is the primary purpose of the TIMS procedure?
A) communication training
B) behavioural modelling
C) management development
D) emotional intelligence
Q3) According to Cameron and Tschirhart,which of the following is associated with skills and competencies embedded in cluster number three?
A) competitiveness and control
B) order and rationality
C) individual entrepreneurship and innovativeness
D) human relations skills
Q4) Explain the role coaching plays in management development and describe the five conditions in the "management pipeline" that is the focus of the coaching effort.
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Page 16
Chapter 15: The Evolution and Future of Training and Development
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Q1) What conclusion do the authors of the textbook make about the state of productivity and adult literacy levels in Canada?
A) both productivity and literacy levels in Canada remain low
B) productivity gains have been significant, while literacy levels remain static
C) both are improving at a much higher rate when compared to other industrialized countries
D) productivity and literacy have become Canada's competitive advantage
Q2) Which of the following is NOT included in the Member Code of Ethics established by the Canadian Society for Training and Development?
A) respect individual rights
B) support the growth of the CSTD
C) trainers should use only original material
D) ensure client confidentiality
Q3) The textbook identifies a series of variables that are critical in extracting value from outsourcing training and development services.High on that list is having a high trust level between the organization and the service provider.
A)True
B)False
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