Performance Management
Pre-Test Questions
Course Introduction
Performance Management is a comprehensive course that explores the systematic process by which organizations involve their employees in improving effectiveness to achieve organizational goals. Students will examine key concepts such as goal setting, performance appraisal methods, continuous feedback, employee development, and reward systems. The course emphasizes the integration of performance management with business strategy, the use of technology in tracking performance, and ways to foster a culture of high performance. Case studies and practical exercises will help students develop the skills needed to design, implement, and evaluate performance management systems in diverse organizational settings.
Recommended Textbook
Human Resource Management 15th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) Which of the following would most likely provide assistance to executives about long-term strategic plans?
A)centers of expertise
B)embedded HR teams
C)corporate HR teams
D)professional employee organizations
Answer: C
Q2) According to research, less than one-third of all workers in the U.S. are mentally and emotionally invested in their work.
A)True
B)False
Answer: True
Q3) A key concept of the textbook is that effective human resource management practices add measurable value to an organization.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) Which of the following refers to the overall effect of employer practices that result in significantly higher percentages of members of protected groups being rejected for employment, placement, or promotion?
A)disparate treatment
B)disparate impact
C)adverse impact
D)prima facie
Answer: C
Q2) According to the Civil Rights Act of 1991, an employee who claims intentional discrimination can sue for all of the following EXCEPT ________.
A)back pay
B)job reinstatement
C)compensatory damages
D)substantive consolidation
Answer: D
Q3) Being disabled qualifies an individual for a job.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Q1) The sales director at WebMD is calculating annual sales revenue targets and the number of new medical-related content providers that the firm needs to maintain a competitive advantage. In which step of the strategic management process is the sales director involved?
A)evaluating the firm's internal and external strengths
B)defining the business and its mission
C)choosing specific strategies or courses of action
D)evaluating the strategic plan
Answer: C
Q2) The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n)________.
A)evaluation system
B)HR scorecard
C)appraisal system
D)evaluation benchmark
Answer: B
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Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do?
A)coordinate recruitment and compensation activities
B)use different competencies for recruitment and development
C)rely primarily on applicant testing results for hiring decisions
D)manage employees based on their experience with the organization
Q2) Janice, a department store manager, is in the process of writing job descriptions using O*NET. Janice has already reviewed the company's business plan, so what should be her next step?
A)interview employees
B)compose a list of job duties
C)develop an organization chart
D)observe employees performing their duties
Q3) A(n)________ is used to collect quantifiable data concerning the duties and responsibilities of various jobs.
A)electronic diary/log
B)group interview
C)position analysis questionnaire
D)Internet-based survey
Page 6
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) What methods are used by both small and large firms to forecast the supply of inside candidates?
Q2) Which of the following is information that should NOT be requested on application forms?
A)experience
B)technical skills
C)marital status
D)training
Q3) What is an advantage of using employee referral campaigns?
A)Local, hourly workers can be recruited quickly.
B)Applicants have received realistic job previews.
C)Rewards and incentives are eliminated.
D)Applicants have community ties.
Q4) What is the first step in succession planning?
A)creating an applicant pool
B)identifying and analyzing key position needs
C)selecting who will fill key positions
D)developing the strengths of current employees
Q5) In a brief essay, discuss how an HR manager should use the guide AIDA to write a help wanted advertisement.
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) The unreliability of a test is best explained by all of the following EXCEPT ________.
A)poor sampling of question material
B)lack of equivalence between tests
C)inconsistent testing conditions
D)failure to predict job performance
Q2) ________ tests include assessments of general reasoning ability and of specific mental abilities like memory and inductive reasoning.
A)Motor ability
B)Personality
C)Achievement
D)Cognitive
Q3) The Big Five personality dimensions include all of the following EXCEPT ________.
A)neuroticism
B)optimism
C)extroversion
D)conscientiousness
Q4) What are three arguments against the use of personality tests as predictors of job performance?
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Chapter 7: Interviewing Candidates
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Q1) Which of the following characteristics of an interview would most likely raise concerns about interview discrimination?
A)job-related questions
B)multiple interviewers
C)subjective interview questions
D)standardized interview administration
Q2) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a ________ interview.
A)screening
B)selection
C)benchmark
D)background
Q3) A series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job is known as a ________.
A)nondirective situational interview
B)structured behavioral interview
C)nondirective behavioral interview
D)structured situational interview
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9
Chapter 8: Training and Developing Employees
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Sample Questions
Q1) All of the following are on-the-job training methods used for managerial positions EXCEPT ________.
A)job rotation
B)action learning
C)case study method
D)understudy approach
Q2) What is on-the-job training? What types of on-the-job training methods are most frequently used by employers?
Q3) ________ is a detailed study of the job to determine what specific skills the job requires.
A)Needs analysis
B)Task analysis
C)Training strategy
D)Development planning
Q4) What is the purpose of employee orientation? What role does training play in employee orientation?
Q5) In a brief essay, discuss how mobile devices, such as iPhones, are used by firms to facilitate employee training.
Q6) Describe elements of computer-based training and why it can be effective.
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.
A)explaining how subordinates can improve their performance
B)basing the appraisal on observable job behaviors
C)using subjective performance data for appraisals
D)training supervisors how to conduct appraisals
Q2) Which of the following terms refers to an appraisal that is too open to interpretation?
A)unclear standards
B)halo effects
C)leniency
D)biased
Q3) In a brief essay, describe the forced distribution method. What are the advantages and disadvantages of the forced distribution method?
Q4) SMART goals are best described as ________.
A)specific, measurable, attainable, relevant, and timely
B)straightforward, meaningful, accessible, real, and tested
C)strategic, moderate, achievable, relevant, and timely
D)supportive, meaningful, attainable, real, and timely
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) In a career-oriented appraisal, a manager matches an employee's strengths and weaknesses with a feasible career path and developmental needs.
A)True
B)False
Q2) Robin, the HR manager at Rightway Enterprises, believes that job withdrawal has become a significant problem at the firm. Robin most likely came to this conclusion after observing all of the following employee behaviors EXCEPT ________.
A)frequent vacation time requests
B)idle employee conversations
C)undeserved work breaks
D)excessive absences
Q3) Which of the following is NOT supported by research as to what supervisors can do to be better mentors?
A)set high standards
B)invest the time and effort the mentoring relationship requires
C)steer protégés into important projects
D)focus on controlling the mentor
Q4) How can firms benefit from retirement planning programs?
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Chapter 11: Establishing Strategic Pay Plans
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Q1) Which of the following questions is most relevant to developing a market-competitive pay system?
A)What is the ranking of each job?
B)What is the relevant labor market?
C)What percentage of workers are contingent?
D)What are the local and federal pay regulations?
Q2) Which of the following is true for employers who use independent contractors?
A)Fair Labor Standards Act overtime requirements do not apply.
B)Social Security taxes are higher than for regular employees.
C)Federal income taxes are charged at a reduced rate.
D)Payroll taxes are paid by the employer.
Q3) According to many experts, which of the following would most likely reduce the wage gap between men and women?
A)education
B)union intervention
C)federal legislation
D)competency-based pay
Q4) In a brief essay, compare and contrast the use of pay ranges with broadbanding.
Q5) Explain the equity theory of motivation. What are the four forms of equity?
Q6) What are the five main elements of a competency-based pay plan?
Page 13
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Which of the following terms refers to an incentive plan in which a person is paid a sum for each item he or she makes or sells, with a strict proportionality between results and rewards?
A)variable pay
B)straight piecework
C)straight hourly pay
D)standard hour plan
Q2) Which term refers to payments companies make in connection with a change in ownership or control of a company?
A)pension
B)golden parachute
C)retirement bonus
D)stock option
Q3) In ________, employees agree to put some portion of their normal pay at risk if they don't meet their goals, in return for a much larger bonus if they exceed their goals.
A)earnings-at-risk pay plans
B)gainsharing
C)the Scanlon plan
D)team incentive plans
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Page 14
Chapter 13: Benefits and Services
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Q1) The Consolidated Omnibus Budget Reconciliation Act ________.
A)prohibits an employer's health plan from using incentives to encourage employees to leave the hospital after childbirth after less than the legislatively-determined minimum stay
B)limits the ability of health plans to set annual or lifetime maximums on mental and nervous disorder benefits
C)requires that most private employers continue to make health benefits available to terminated or retired employees and their families for a period of time
D)sets minimum requirements for protecting individuals' health-care data accessibility and confidentiality
Q2) About how many million people work part-time in the United States?
A)1
B)5
C)11
D)19
Q3) Employee benefits account for a little over one-third of wages and salaries.
A)True
B)False
Q4) What are the three types of benefits provided by Social Security?
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Chapter 14: Building Positive Employee Relations
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Sample Questions
Q1) Unfair treatment of employees in the workplace causes all the following EXCEPT
A)demoralization
B)negative performance
C)reduced stress
D)reduced morale
Q2) Which of the following is NOT a major way HR managers can create more ethical organizational environments?
A)enforce the rules
B)increase organizational support
C)punish whistleblowers
D)institute ethics policies
Q3) With a system of progressive penalties, the severity of the penalty depends on the offense and the employee's seniority level.
A)True
B)False
Q4) What is organizational justice? How does it related to performance appraisal?
Q5) What are the main characteristics of workplace bullying? How can employers and their HR departments reduce bullying incidents in the workplace?
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which of the following best describes a main purpose of the Wagner Act?
A)guaranteeing each employee the right to bargain collectively free from interference and coercion
B)banning unions from preventing employees from exercising their guaranteed bargaining rights
C)allowing secret-ballot elections for determining whether a firm's employees would unionize
D)making it illegal for a union to refuse to bargain in good faith with the employer
Q2) Union pressure on a company's shareholders, directors, and customers is known as a corporate campaign.
A)True
B)False
Q3) Which of the following terms refers to a collective bargaining situation that occurs when the parties are not able to move further toward settlement?
A)impasse
B)picketing
C)arbitration
D)wildcat strike
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17
Chapter 16: Safety, Health, and Risk Management
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Sample Questions
Q1) OSHA standards on respiratory protection require that employees ________.
A)recognize and repair faulty respiratory equipment
B)receive eight hours of training in respiratory safety standards
C)demonstrate how to inspect, put on, and remove respirator seals
D)pass a written exam on safety inspections of respiratory equipment
Q2) The security guards and tellers at National Bank receive extensive training on how to handle medical emergencies, angry customers, and suspicious packages. Which of the following security programs is most likely being used at National Bank?
A)mechanical security
B)group security
C)organizational security
D)natural security
Q3) What is the primary cause of workplace accidents?
A)chance occurrences
B)unsafe conditions
C)unsafe employee behavior
D)insufficient safety training
Q4) What steps are involved in a basic industrial hygiene program?
Q5) Discuss what a job hazard analysis is and how it can be conducted.
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Chapter 17: Managing Global Human Resources
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Q1) Which of the following is the LEAST likely reason that a firm would choose an ethnocentric staffing policy?
A)lack of qualified host-country upper-management candidates
B)goal of reducing misunderstandings with locals
C)need to transfer core competencies effectively
D)desire to maintain a unified corporate culture
Q2) The most significant HR challenge faced by international firms is the language barrier.
A)True
B)False
Q3) Over the last decade, the majority of U.S. firms have been steadily increasing the size of their expatriate workforces.
A)True
B)False
Q4) Hourly wages for production workers in the United States are higher than those in Germany.
A)True
B)False
Q5) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Small and Entrepreneurial Firms
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Q1) At a small business, what is the most likely benefit of a flexible, informal, and familiar work environment?
A)gaining market share quickly
B)offering extensive benefits packages
C)providing regular, online training courses
D)knowing employees' strengths and needs
Q2) John owns a family business and wants to avoid any appearance that family members are benefiting unfairly from the sacrifice of others workers. This represents the fairness step of:
A)confront family issues
B)treat people fairly
C)set the ground rules
D)family first
Q3) Which of the following is NOT a benefit of cloud-based human resource management systems?
A)Employees can easily access the information from wherever they are.
B)Company information is kept internally.
C)The owner can easily access the information from wherever they are.
D)Vendors can more easily update them with the latest features.
Q4) How does HR management differ in small and large firms?
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