Performance Management
Midterm Exam
Course Introduction
Performance Management is a comprehensive course designed to provide students with the knowledge and skills necessary to effectively assess, manage, and enhance employee performance within organizations. The course explores key concepts such as goal setting, performance measurement, feedback mechanisms, and the alignment of individual objectives with organizational strategies. Students will learn best practices in designing performance appraisal systems, addressing performance issues, and fostering a culture of continuous improvement. Through case studies, practical exercises, and discussions, participants will develop the ability to implement effective performance management systems that drive organizational success and foster employee development.
Recommended Textbook
Human Resource Development 6th Edition by
Jon M. Werner
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15 Chapters
873 Verified Questions
873 Flashcards
Source URL: https://quizplus.com/study-set/2119
Page 2
Chapter 1: Introduction to Human Resource Development
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90 Verified Questions
90 Flashcards
Source URL: https://quizplus.com/quiz/42230
Sample Questions
Q1) The learning strategist focuses on entry level employee training.
A)True
B)False
Answer: False
Q2) The first documented factory school was founded in:
A) 1809
B) 1917
C) 1872
D) 1907
Answer: C
Q3) The two events that lead to the development of company training programs for unskilled and semi-skilled workers were
A) World War II & the Industrial revolution
B) World War I & the Industrial revolution
C) The Model T & World War I
D) The Model T & World War II
Answer: C
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Page 3
Chapter 2: Influences on Employee Behavior
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Abilities
A) Are a combination of what you can do and what you have learned over time
B) Reflects what you have been trained to do
C) Are an understanding you have of a particular subject
D) Are a general capacity to perform a task
Answer: D
Q2) In expectancy theory,the importance that an individual places upon a particular outcome is called a(n):
A) instrumentality
B) valence
C) expectancy
D) extrinsic motivation
Answer: B
Q3) Internal forces impacting employee behavior include all of the following except?
A) Supervisors
B) Co-workers
C) Global influences
D) The organizational reward structure
Answer: C
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Page 4
Chapter 3: Learning and HRD
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/42232
Sample Questions
Q1) According to cognitive resource allocation theory skills acquisition occurs in the following three phases?
A) learning knowledge, knowledge compilation and procedural knowledge
B) declarative knowledge, knowledge compilation and understanding
C) declarative knowledge, knowledge memorization and procedural knowledge
D) declarative knowledge, knowledge compilation and procedural knowledge
Answer: D
Q2) Kolb's Learning style inventory assess an individual's orientation towards each of four modes of the learning process.
A)True
B)False
Answer: True
Q3) Personality is:
A) Something than changes almost monthly
B) Of no interest to trainers
C) A key part of motivation theory
D) A stable set of personal characteristics that account for consistent patterns of behavior.
Answer: D
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Page 5
Chapter 4: Assessing HRD Needs
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56 Verified Questions
56 Flashcards
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Sample Questions
Q1) There are several data sources recommended for strategic/organizational needs analysis.Which of the following is (are)NOT one of the recommended sources?
A) organizational goals and objectives
B) skills inventory
C) exit interviews
D) performance appraisals
Q2) The need for E-learning is always carefully analyzed.
A)True
B)False
Q3) Which of the following is true about a 360 degree performance appraisal?
A) Only the employee's supervisor rates the employee's performance
B) Multiple people will rate each employee's performance
C) Very few companies currently use this method of evaluation
D) It focuses on only one or two perspectives of an employee's job
Q4) Which of the following is not a source of data for a task needs analysis?
A) Job descriptions
B) Job specifications
C) Corporate Mission statement
D) Observing people actually performing the job
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Chapter 5: Designing Effective HRD Programs
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) An LMS is a:
A) Learning Management System
B) Learning Maintenance System
C) Living Management System
D) Less Management System
Q2) What is true about training manuals?
A) They provide a hands-on approach to the subject
B) They provide a broad of the subject
C) They are difficult for the organization to reproduce
D) They are never used in real training programs
Q3) According to the text training programs are best conducted on either Monday or Friday.
A)True
B)False
Q4) A general lesson plan would include all of the following except:
A) Time allowed for a topic
B) Instructor activity
C) Trainee activity
D) Instructions on how to do a needs analysis
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Chapter 6: Implementing HRD Programs
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Job rotation can be best done by working in one department for a long time
A)True
B)False
Q2) Classroom training is training conducted within the normal work setting.
A)True
B)False
Q3) Job rotation involves moving different people into one job to see who is the best worker?
A)True
B)False
Q4) The intranet uses internal computer networks for training while the Internet uses world wide computer networks.
A)True
B)False
Q5) Which of the following is not a design principle for effective e-learning materials?
A) Select a realistic problem
B) Focus on only 1 of the senses to avoid confusing learners
C) Provide the simplest possible instructions
D) Try to incorporate both flexible and structured lessons.
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Chapter 7: Evaluating HRD Programs
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84 Verified Questions
84 Flashcards
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Sample Questions
Q1) Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation?
A) reliability
B) validity
C) provability
D) practicality
Q2) According to Goldstein training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process.
A)True
B)False
Q3) The number of units produced is generally what kind of data?
A) Plant data
B) Economic data
C) Systemwide data
D) Individual performance data
Q4) Utility analysis is easy for trainers to calculate
A)True
B)False
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Page 9
Chapter 8: Employee Socialization and Orientation
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Expectations of new employees should be:
A) Very low - they are new
B) Very high - challenge them
C) Never used for new employees
D) Reasonable to reduce turnover
Q2) Newcomers to an organization need to be successful in the socialization into their new organization.Insiders can provide newcomers with all of the following EXCEPT:
A) accurate expectations
B) knowledge base
C) other insiders
D) cultural bias
Q3) A well run orientation program should take place over a period of time.
A)True
B)False
Q4) It is not important for an organization to continually evaluate the effectiveness of their orientation programs.
A)True
B)False
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Chapter 9: Skills and Technical Training
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52 Verified Questions
52 Flashcards
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Sample Questions
Q1) What role do labor unions play in apprenticeship and technical skills training?
A) none - it would violate the National Labor Relations Act
B) none - unions have shown no interest in this area
C) they are generally a full partner with the company in these programs
D) in effective programs, the Union usually takes an adversarial role and opposes Company training
Q2) The Worker Adjustment and Retraining Notification Act (WARN)requires:
A) Unemployment pay for fired workers
B) 60 days notice of plant closures for employers with over 100 employees
C) 100 days notice of plant closures for employers with over 60 employees
D) notice only to senior managers of plant closings
Q3) One role of the HRD group is to monitor that training is going as planned.
A)True
B)False
Q4) All of the following are types of teams EXCEPT:
A) department
B) quality circle
C) self managed
D) cross functional
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Chapter 10: Coaching and Performance Management
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49 Verified Questions
49 Flashcards
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Sample Questions
Q1) According to Fournies,the final step or question to ask in a coaching analysis is:
A) Does the subordinate know how to do what must be done?
B) Could the subordinate do it if he or she wanted to?
C) Is it worth my time and effort to address?
D) Does a positive consequence follow nonperformance?
Q2) According to Fournies,the final step or question to ask in a coaching analysis is 'does the subordinate know what they should be doing'.
A)True
B)False
Q3) Action to improve performance should:
A) Be mandated by the supervisor
B) Left up to HRD
C) Be mutually agreed to by supervisor and employee
D) Be solely up to the employee
Q4) Poor performance may have multiple causes
A)True
B)False
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Chapter 11: Employee Counseling and Wellness Services
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59 Verified Questions
59 Flashcards
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Sample Questions
Q1) Defining success in employee counseling programs is:
A) Easy to do
B) Done mostly by line managers
C) Commonly done by organizations
D) Difficult to do
Q2) According to O'Donnell which of the following is true
A) Level I focuses on direct behavior change
B) Level II focuses on education only
C) Level III focuses on the organizational environment
D) Level I focuses on the organizational environment
Q3) Employee counseling services began:
A) Around 1900
B) In 1964 after the EEO laws
C) In 1991 with the ADA
D) In the late 1980's due to increasing drug use by employees
Q4) What percentage of the US population are overweight or obese?
A) 20
B) 98
C) 10
D) 68
Page 13
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Chapter 12: Career Management and Development
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/42241
Sample Questions
Q1) Middle adulthood is almost always a period of:
A) Preparing to die
B) Pursuing one's career dreams
C) Questioning of the career dream
D) Great energy and stress
Q2) A key competency for individuals proposed by Jones and DeFillippi is "Knowing whom" to form work relationships with.
A)True
B)False
Q3) HRD's role in career development is to make a plan for every employee.
A)True
B)False
Q4) A career path is a series of jobs with related tasks and experiences that an employee moves through over time.
A)True
B)False
Q5) An expert focuses on building knowledge.
A)True
B)False
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Chapter 13: Management Development
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/42242
Sample Questions
Q1) As a group Managers are:
A) Shrinking in numbers
B) Increasing in numbers
C) Staying even
D) No one knows for sure
Q2) Research studies done in the 1970's and earlier found:
A) An environment very similar to today's world
B) A very stable environment, unlike today's world
C) A rapidly changing environment
D) None of the above
Q3) Business degrees are the most popular undergraduate degrees offered in the US.
A)True
B)False
Q4) The characteristics approach involves interviewing managers.
A)True
B)False
Q5) When globalizing organizations 4 categories of managers are needed.These types include both business managers and functional managers.
A)True
B)False
Page 15
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Chapter 14: Organization Development and Change
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55 Verified Questions
55 Flashcards
Source URL: https://quizplus.com/quiz/42243
Sample Questions
Q1) A high performing work system is based on eight core principles.
A)True
B)False
Q2) Survey feedback is simply interviewing a lot of people about their jobs.
A)True
B)False
Q3) An organization may go through a strategic change due to all of the following except:
A) Acquisition
B) Merger
C) A new management team
D) The legal environment
Q4) Which of the following is NOT an example of an alternative work schedule?
A) compressed work week
B) job narrowing
C) flex time
D) flex schedule
Q5) An SMT is a self-managed team
A)True
B)False
Page 16
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Chapter 15: HRD and Diversity: Diversity Training and Beyond
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33 Verified Questions
33 Flashcards
Source URL: https://quizplus.com/quiz/42244
Sample Questions
Q1) Valuing differences::
A) Is also called awareness training
B) Is a form of diversity training
C) Respects each person's cultural differences
D) All of these are true about valuing differences
Q2) Affirmative action can require organizations to practice preferential recruiting and hiring.
A)True
B)False
Q3) Cultural diversity is:
A) Mandated by the EEOC
B) People from different cultures in a work place
C) Legal is you have an affirmative action plan
D) Dictated by Title VII
Q4) To raise the awareness of cultural differences which of the following is true?
A) Give a humorous lecture
B) Separate groups by culture when training them
C) Some questions that generate discussion need to be asked
D) Show some exciting videos
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