Performance Management
Midterm Exam
Course Introduction
Performance Management is a comprehensive course that explores the strategies and tools organizations use to evaluate and enhance employee performance aligned with organizational objectives. The course covers the fundamental concepts of setting clear performance expectations, designing performance appraisal systems, providing feedback, and linking performance outcomes to rewards and development plans. Students will analyze various models and best practices for managing individual and team performance, addressing challenges such as bias, motivation, and legal considerations. Through case studies and practical exercises, participants will develop skills to implement effective performance management processes that drive continuous improvement and organizational success.
Recommended Textbook
Managing Human Resources 9th Edition by Wayne
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16 Chapters
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Page 2
Cascio
Chapter 1: Human Resources in a Globally Competitive
Business Environment
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80 Flashcards
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Sample Questions
Q1) All of the following are prerequisites for selective hiring EXCEPT:
A)interviewers screen for attributes that are easy to change through training.
B)the organization needs to be clear about the most critical skills and attributes in the applicant pool.
C)the skills and abilities sought should be consistent with particular job requirements and the organization's approach to the market.
D)having a large applicant pool from which to select.
Answer: A
Q2) In the 21<sup>st</sup> century,employers are enjoying an abundance of skilled help.
A)True
B)False
Answer: False
Q3) Managing change is an ongoing process whose objective is to enhance the ability of an organization to anticipate and respond to developments that are only in its external environment.
A)True
B)False
Answer: False
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Chapter 2: The Financial Impact of Human Resource
Management Activities
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Sample Questions
Q1) The leading cause of absenteeism in the United States is:
A)entitlement mentality.
B)stress.
C)family-related issues.
D)personal illness.
Answer: D
Q2) Having a rational talent strategy including competitive advantage and talent pivot points pertains to which component of the LAMP measurement system?
A)Logic
B)Process
C)Measures
D)Analytics
Answer: A
Q3) Application of the LAMP process creates a powerful tool for educating leaders outside of HR,and for embedding HR measures into mental frameworks that provide the basis for meaningful people related business decisions.
A)True
B)False
Answer: True
Page 4
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Chapter 3: The Legal Context of Employment Decisions
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Sample Questions
Q1) According to the Immigration Reform and Control Act of 1986,employers must verify the identity and work authorization of every new employee.
A)True
B)False
Answer: True
Q2) _____ prohibits practices having an adverse impact on protected groups,unless they are job related.
A)The Thirteenth Amendment
B)The Fourteenth Amendment
C)Executive Order 11478
D)Title VII
Answer: D
Q3) The Americans with Disabilities Act applies to all employers,no matter what their size. A)True
B)False
Answer: False
Q4) What does the Thirteenth Amendment prohibit?
Answer: Slavery and involuntary servitude.
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Page 5
Chapter 4: Diversity at Work
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Sample Questions
Q1) Women also earn about 50 percent of all undergraduate business degrees and 55 percent of all MBAs.
A)True
B)False
Q2) In regard to older workers,not only must a firm analyze the requirements of jobs better,there must also be improved ways of managing the _____ of workers in those jobs.
A)denigration
B)hourly wage
C)declining health
D)performance
Q3) To survive,to serve,and to succeed,organizations need to accomplish goals that are defined more narrowly than ever before,which means carrying out strategies that each part of the organization can execute alone.
A)True
B)False
Q4) Virtually all of the growth in new jobs will come from manufacturing industries.
A)True
B)False
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Chapter 5: Planning for People
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Sample Questions
Q1) Job enrichment is:
A)moving employees from one relatively simple job to another after short time periods ranging from an hour to a day.
B)increasing the number of tasks each employee performs.
C)increasing each worker's level of accountability and responsibility.
D)the process of obtaining information about jobs.
Q2) One advantage of this job analysis method is that it focuses directly on what people do in their jobs,and thus it provides insight into job dynamics.
A)Critical incidents
B)Structured questionnaires
C)Interviews
D)Job performance
Q3) HR concerns become business concerns and are dealt with only when they affect the line manager's ability to function effectively.
A)True
B)False
Q4) What are the problems associated with demand forecasting?
Q5) What is a talent inventory and how is it useful in human resource planning?
Q6) What is the purpose of control and evaluation?
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Chapter 6: Recruiting
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Sample Questions
Q1) If an organization hires a candidate on its own prior to the completion of a search by an executive search firm,it is not required to pay the search firm's fee.
A)True
B)False
Q2) The step following recruitment is _____,which is basically a rapid,rough "selection" process.
A)orientation
B)initial screening
C)performance management
D)workforce planning
Q3) Most major temporary agencies also act as _______,usually with the employer paying the fees?
A)Advertisers
B)Employment agencies
C)Government agencies
D)University relations
Q4) List four of the seven additional social media risks to business
Q5) What are the seven steps that employers can take to avoid liability for employees use of social media?
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Chapter 7: Staffing
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Sample Questions
Q1) _____ have been shown to make the prediction of job performance more accurate above and beyond job knowledge,cognitive ability,job experience,and conscientiousness,while showing less adverse impact based on ethnicity as compared with general cognitive ability tests.
A)LGDs
B)SJTs
C)Polygraph tests
D)In-basket tests
Q2) Organizations that are in the embryonic stage are characterized by all of the following EXCEPT:
A)high growth rates.
B)basic product lines.
C)significant customer loyalty.
D)heavy emphasis on product engineering.
Q3) Studies have shown that assessment centers are not cost effective because the per-candidate cost may vary from as little as $100 to more than $4,000.
A)True
B)False
Q4) Why is the context in which work sample tests are administered important?
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Chapter 8: Workplace Training
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Sample Questions
Q1) The level of training needs analysis that focuses on identifying whether training supports the company's strategic direction is called _____ analysis.
A)individual
B)environmental
C)operations
D)organization
Q2) At the _______ level,we may choose to examine issues such as what types of training yield positive outcomes for organizations and trainees (i.e.what works).
A)resource level
B)structure level
C)macro level
D)micro level
Q3) When a new employee's first tasks are insignificant duties,supposedly intended to teach the job "from the ground up," it is termed:
A)suffocation.
B)a Mickey Mouse assignment.
C)the Pygmalion effect.
D)the training paradox.
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10
Chapter 9: Performance Management
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Sample
Questions
Q1) What three things must be done well in order to define performance properly?
Q2) The narrative essay is the simplest type of absolute rating system,and requires the rater to describe in writing the employee's strengths,weaknesses,and potential.
A)True
B)False
Q3) Explain the difference between performance management and performance appraisal.Why is the distinction important?
Q4) The broad process of performance management requires that you do which things well:
A)define performance.
B)facilitate performance.
C)encourage performance.
D)All of the above
Q5) To assess adverse impact,organizations should keep accurate records of two factors define the applicant group?
Q6) Describe halo error and give an example of how it operates.
Q7) By being an active listener,the supervisor can avoid many legal liabilities.
A)True B)False
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Chapter 10: Managing Careers
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Sample Questions
Q1) Write a short note on demotions.
Q2) List some of the features that characterize boundaryless careers.
Q3) Employee demotions occur frequently because they tend to be accompanied by problems of employee apathy,depression,and inefficiency that can undermine the morale of a work group.
A)True
B)False
Q4) Career planning is important because the consequences of career success or failure are linked closely to each individual's self-concept,identity,and satisfaction with career life.
A)True
B)False
Q5) The process of "moving inside" or becoming more involved in a particular organization is:
A)organizational entry.
B)integration.
C)socialization.
D)organizational learning.
Q6) List some of the advantages and purposes of mentor programs.
Q7) Write a short note on the four types of "quitters."
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Chapter 11: Pay and Incentive Systems
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Sample Questions
Q1) Which of the following laws established the first national minimum wage?
A)Davis-Bacon Act
B)Fair Labor Standards Act
C)Walsh-Healy Act
D)McNamara-O'Hara Service Contract Act
Q2) One downside of team incentives is that most employees do not feel that their jobs have a direct impact on profits,or at least they cannot see the link.
A)True
B)False
Q3) Because sign-on bonuses do not increase base salaries,the structure of differences in pay between new hires and experienced employees does not change.
A)True
B)False
Q4) A narrowing of the ratios of pay between jobs or pay grades in a firm's pay structure is:
A)pay secrecy.
B)pay compression.
C)pay security.
D)pay inequality.
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Chapter 12: Indirect Compensation: Employee Benefit Plans
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Q1) A recent MetLife survey showed that 73 percent of employees who were highly satisfied with their benefits are also satisfied with their ________?
A)Salaries
B)Jobs
C)Supervisors
D)Pensions
Q2) The law requiring companies with at least 20 employees to make medical coverage available at group insurance rates for up to 18 months after an employee leaves the job is:
A)ERISA.
B)HIPAA.
C)COBRA.
D)FMLA.
Q3) When given a choice,employees are moving toward _____,even though they are more expensive,showing that they are willing to pay more for freedom of choice.
A)CDHPs
B)POSs
C)HMOs
D)PPOs
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Page 14
Chapter 13: Union Representation and Collective Bargaining
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Sample Questions
Q1) Union membership is at an all time high today.
A)True
B)False
Q2) Rebel leaders within the AFL who wanted to organize unskilled workers into industrial unions contributed to the emergence of the:
A)laissez faire philosophy.
B)conspiracy doctrine.
C)Great Depression.
D)Congress of Industrial Organization.
Q3) What Act created the National Labor Relations Board to supervise representation elections and to investigate charges of unfair labor practices by management?
A)The Norris-LaGuardia Act
B)The Wagner Act
C)The Civil Service Reform Act
D)The Fair Labor Standards Act
Q4) What does labor relations generally mean for employers.
Q5) What is the essence of a labor union?
Q6) Why have unions experienced a drop in membership over the past two decades?
15
Q7) List two specific reasons employees join unions.
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Chapter 14: Procedural Justice and Ethics in Employee Relations
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Sample Questions
Q1) In _____,workers have been fired for refusing to quit smoking,for living with someone without being married,drinking a competitor's product,motorcycling,and other legal activities outside of work.
A)constructive discharge
B)defamation
C)invasion of privacy
D)lifestyle discrimination
Q2) Employment at Will refers to an employment relationship where only the employer may terminate employment at anytime and for any reason.
A)True
B)False
Q3) In the case of _____,disclosure of fraud,waste,and abuse can lead to substantial financial gains by whistle-blowers.
A)corporate executives
B)federal contractors
C)government employees
D)union members
Q4) What are reasons why managers may avoid imposing discipline?
Q5) What is an implied promise?
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Chapter 15: Safety, Health, and Employee Assistance Programs
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Sample Questions
Q1) Which of the following is the most common workplace injury?
A)Being hit by an object
B)Sprains
C)Strains
D)Slips and falls
Q2) List at least two examples of unsafe physical conditions.
Q3) The primary emphasis in reducing hazards to date has been installing engineering controls that minimize exposure to harmful substances,for example,by installing improved ventilation systems.
A)True
B)False
Q4) In the United States,the number of workers dying on the job each day has been increasing steadily over the past 10 years.
A)True
B)False
Q5) Malfunctioning machinery is the most common cause of workplace injury,followed by slips,strains,sprains,and falls.
A)True
B)False
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Chapter 16: International Dimensions of Human Resource Management
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Sample Questions
Q1) _____ is the extent to which a culture programs its members to feel either comfortable or uncomfortable in unstructured situations.
A)Masculinity-femininity
B)Individualism
C)Power distance
D)Uncertainty avoidance
Q2) _____ refers to the practice of paying expatriates on the same scale as local nationals in the country of assignment.
A)Base-line equity
B)Localization
C)Native balance
D)Resident equality
Q3) A strategy that may be appropriate during the early phases of international expansion is known as:
A)geocentrism.
B)ethnocentrism.
C)polycentrism.
D)transnational development.
Q4) Discuss localization and higher-of-home-or-host compensation plans.
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