Performance Management Review
Questions
Course Introduction
Performance Management explores strategies and tools used to assess and enhance individual and organizational performance. The course covers goal-setting, performance appraisal systems, feedback techniques, and the alignment of employee objectives with organizational goals. Students will examine various models and methods for measuring performance, learn to identify and address performance gaps, and develop skills in coaching, motivation, and rewards management. Case studies and real-world scenarios are used to illustrate best practices and common challenges, preparing students to design and implement effective performance management systems in diverse organizational contexts.
Recommended Textbook
Human Resource Management 15th Edition by
Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
Source URL: https://quizplus.com/study-set/263
Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is a part of the staffing function of human resource management?
A) Recruiting
B) Training
C) Orientation
D) Career planning
Answer: A
Q2) The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.
A)True
B)False
Answer: True
Q3) HR leaders arelooking into making overseas assignmentsshorter in length and relying on technology to help build overseas business relationships.
A)True
B)False
Answer: True
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Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) HR-to-employee ratio is classified as a(n) _____ metric of Human Resource.
A) training
B) development
C) HR staff and expenses
D) compensation
Answer: C
Q2) Which of the following is the function of compliance audits?
A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing specific HR areas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations and the I-9 form requirement
Answer: B
Q3) Which of the following is the function of specific program audit?
A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing particular HR areas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations and the I-9 form requirement
Answer: C
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Chapter 3: Equal Employment Opportunity
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100 Verified Questions
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Sample Questions
Q1) The Americans with Disabilities Act (ADA) covers all state government employees.
A)True
B)False Answer: False
Q2) The Rehabilitation Act was initially applicable to only federal contractors.
A)True
B)False Answer: True
Q3) Which of the following best exemplifies quid pro quo type of sexual harassment?
A) A supervisor commenting on the appearance of an employee
B) A supervisor telling jokes to an employee that are sexual in nature
C) A supervisor giving a pay hike to an employee who performed sexual favors
D) A supervisor allowing revealing photos of self to be displayed in a public domain
Answer: C
Q4) The Older Workers Benefit Protection Act ensures that older workers are not compelled or pressured into waiving their rights under the ADEA.
A)True
B)False Answer: True
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Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) Drafting job descriptions and specifications is typically the first step in the job analysis process.
A)True
B)False
Q2) About 50% of the labor force is female.
A)True
B)False
Q3) What is a job description?
Q4) Which of the following is true of work?
A) Work is effort directed toward accomplishing results.
B) A job needs to be divided into types of work so that it can be coordinated in some logical way.
C) Ideally, the work to be done in any organization should be significantly less than the amount of work that the organization needs to have done.
D) Work is the output that comes from the accomplishment of tasks.
Q5) A duty is a distinct, identifiable work activity composed of motions.
A)True
B)False
Q6) Explain the various stages in the job analysis process.
Page 6
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Chapter 5: Individual/Organization Relations and Retention
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Sample Questions
Q1) Employees who stay for a year are more likely to extend their employment and have greater retention beyond the first year.
A)True
B)False
Q2) Which of the following is a replacement cost that is caused by turnover in a company?
A) Cost of training materials
B) Employee referral fees
C) Overtime paid to existing employees
D) Time spent in an exit interview
Q3) Which of the following is the first step in the process of managing retention?
A) Measurement and assessment
B) Management intervention
C) Evaluation and follow up
D) Tracking of intervention results
Q4) List the three major factors that influence individual performance in organizations.
Q5) What are the five main drivers of retention?
Q6) What is an exit interview? What purpose does it serve?
Q7) What areas are included in calculating detailed turnover costs?
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) One advantage of leasing companies for employees is that_____.
A) employees canreceive betterbenefits than a small company can offer
B) employers can hire permanent employees
C) it reduces total payroll costs for the employers
D) it exempts employers following the OSHA regulations
Q2) A long-term measure of recruiting effectiveness is to compare the number of past applicants who became successful employees with the number of applicants against whom they competed for their jobs.
A)True
B)False
Q3) Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion of minorities in his company's managerial ranks is too low. To solve the issue, Illumin Media should consider recruiting methods that reach a larger applicant population of experienced managers, such as contacting professional associations.
A)True
B)False
Q4) Briefly discuss six methods of making the recruiting process more effective.
Q5) List the strategic components of effective recruiting.
Q6) What is arealistic job preview?
Page 8
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Chapter 7: Selecting Human Resources
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Which of the following types of selection interviews is unstructured?
A) Behavioral interview
B) Situational interview
C) Competency interview
D) Nondirective interview
Q2) For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of_____.
A) the compensatory approach to selection
B) poor person/organization fit
C) discrimination under the ADA
D) the multiple hurdles approach of combining predictors
Q3) The brand of an organization is clarified and sharpened by realistic job previews that focus on both the attractive and unattractive aspects of a job.
A)True
B)False
Q4) Why does inter-rater reliability become important during selection interviewing?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) The "emotional" component of intercultural competence is the person's_____.
A) level of sensitivity to cultural issues
B) ability to connect with foreigners on an emotional level
C) ability to handle the emotional stress of an overseas assignment
D) ability to take on the emotional characteristics of the culture to which he/she is assigned
Q2) Cole, the director of training for a manufacturer of heavy equipments, is designing a training program for new sales representatives. The sales representatives need to be able to memorize and recall the exact details from the company catalog regarding types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. Cole's training program would be most effective if it used_____.
A) active training
B) overlearning
C) behavioral modeling
D) passive listening
Q3) What are thecharacteristics of successful learners?
Q4) Why do organizations opt for external training?
Q5) Why does informal training occur?
Q6) What are the main purposes of effective orientation?
Page 10
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) Wilderness excursions as a development tool_____.
A) are the enjoyable segment of indoor training
B) can create a sense of teamwork via the shared risks and challenges
C) act as an outdoor version of an assessment center
D) are losing popularity because of the risk of reducing an employee's self-confidence
Q2) Careers are not predictably linear but cyclical.
A)True
B)False
Q3) In general, women's career advancement is negatively affected by_____.
A) global development
B) glass ceiling
C) repatriation
D) dual-career ladders
Q4) Organization-centered career planning requires an individual employee to take charge of his/her career and chart a path of advancement through his/her organization.
A)True
B)False
Q5) What does presupervisor training mean?
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Chapter 10: Performance Management and Appraisal
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100 Flashcards
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Sample Questions
Q1) Which of the following is typically a responsibility of managers in performance appraisals?
A) Reviewing completed appraisals for consistency
B) Identifying development areas
C) Tracking timely receipt of appraisals
D) Designing and maintain appraisal systems
Q2) Which of the following belongs to the descriptive category in graphic rating scales?
A) Employee development
B) Decision making
C) Communication effectiveness
D) Quantity of work
Q3) _____ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.
A) Forced distribution
B) Critical incident
C) Behavioral rating scales
D) Essay method
Q4) Describe the different types of rater errors.
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) A pay survey is a report based on research of compensation rates for workers performing similar jobs in other organizations.
A)True
B)False
Q2) A major difficulty with the factor-comparison method is that subjective judgments are needed to develop the class descriptions and to place jobs accurately in them.
A)True
B)False
Q3) The entitlement philosophy assumes that compensation decisions reflect performance differences.
A)True
B)False
Q4) Define base pay.
Q5) The practice of using fewer pay grades with much broader ranges than in traditional compensation systems is called broadbanding.
A)True
B)False
Q6) Define competency-based pay.
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) According to the provisions of the _____, publically listed companies now must allow shareholders to vote on executive compensation.
A) Sarbanes-Oxley Act
B) Dodds-Frank Act
C) Lilly Ledbetter Fair Pay Act
D) Walsh-Healy Public Contracts Act
Q2) Explain profit sharing.
Q3) Group Viewer LLC, a software company, provides profit sharing plans for its employees. After organizational restructuring, the management has decided to replace the profit sharing plan with commissions for each employee. Which of the following is true of Group Viewer LLC?
A) It provided individual incentives; now it provides group incentives.
B) It provided individual incentives; now it provides organizational incentives.
C) It provided group incentives; now it provides individual incentives.
D) It provided organizational incentives; now it provides individual incentives.
Q4) Describe the challenges faced by group/team incentives.
Q5) Describe the three categories of variable pay.
Q6) Why do employers use variable pay?
Q7) Describe the conditions necessary for the use of individual incentives.
Page 14
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Long-term disability insurance_____.
A) is a mandatory security benefit for non-governmental employers with over 50 employees
B) typically covers those employees who are disabled, yet continue to work either full-time or part-time in the company
C) typically pays for long term care such as nursing home, assisted living, and home health care for disabled persons
D) typically provides continuing income protection for employees who become unable to work because they are disabled
Q2) Cost sharing plans_____.
A) involve employers sharing the costs of government-mandated health insurance plans with the government
B) require employees to pay a larger proportion of their health benefits costs
C) require insurance firms to share profits with employers who purchase insurance plans
D) allow employees to track their benefits balances as and when required
Q3) How do employee benefits provide competitive advantage to employers?
Q4) How much are employees expected tocontribute to company health plans?
Q5) Explain any three laws that affect the retirement plans of employees.
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) OSHA rules and standards are frequently complicated and technical, which makes it difficult for managers who do not have specialists on their staffs to read and understand the rules.
A)True
B)False
Q2) While reviewing the safety statistics of his company, Gerard, a newly appointed HR manager, notices that the number of slip and fall accidents on the company floor has increased by more than 20 percent over the last year. Which of the following should Gerard do first?
A) Train the employees to effectively follow all safety rules.
B) File a complaint against the floor manager for not properly enforcing safety rules.
C) Investigate the likely causes for the increase in the slip and fall accidents.
D) Recommend changes that could reduce the number of accidents to the floor manager.
Q3) What are the four categories of recordable injury defined byOSHA?
Q4) What are the standards developed by the OSHA regarding the use of personal protective equipment by employees?
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Describe an employee handbook. What are the best practices that companies should consider while developing employee handbooks?
Q2) One of the advantages of using a peer review panel for dispute resolution is the provision of a due process.
A)True
B)False
Q3) It is common practice for terminated employees to be removed from the workplace as soon as possible, either by preventing them from returning to their work station or by requiring the terminated employee to clear out his/her work station under the supervision of security personnel. This policy is primarily intended to_____.
A) prevent violence or sabotage by the terminated employee
B) serve as a learning for co-workers that certain behaviors in the workplace have serious consequences
C) satisfy legal requirements surrounding termination procedures
D) humiliate the terminated employee as part of the discipline process
Q4) Describe three alternative dispute resolution (ADR) processes that are commonly used.
Q5) Describethe final step in the disciplinary process.
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) The National Labor Relations Board has defined collective bargaining issues by dividing them into three categories. Explain these three categories.
Q2) Which of the following is true regarding international union membership?
A) In Europe, workers use technology to reform the way work gets done in factories.
B) Child labor is one of the major labor concerns in the Unites States.
C) The highest percentage of union membership is in the Scandinavian countries.
D) Codetermination is increasingly being practiced in developing countries.
Q3) _____ is a means by which a third party settles disputes arising from different interpretations of a labor contract.
A) Interest arbitration
B) Grievance mediation
C) Grievance arbitration
D) Contract mediation
Q4) What is codetermination?
Q5) It is common for wages and benefits to be higher in unionized firms.
A)True
B)False
Q6) Explain why employers resist unions.
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