HRM 200 chapter 10 Exam Questions and Answers All Correct
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Module
HRM 200
Institution
HRM 200
HRM 200 chapter 10 Exam Questions and Answers All Correct
Improving appraisal accuracy calls not just for training of supervisors, but also for:
A) an effective employee orientation program.
B) a quantitative job evaluation system.
C) performance bonuses.
D) reducing outside factors such as u...
HRM 200 chapter 10 Exam Questions
and Answers All Correct
Improving appraisal accuracy calls not just for training of supervisors, but also for:
A) an effective employee orientation program.
B) a quantitative job evaluation system.
C) performance bonuses.
D) reducing outside factors such as union pressure and time constraints.
E) MBO. - Answer-D) reducing outside factors such as union pressure and time
constraints.
The following are advantages of various appraisal tools EXCEPT:
A) BARS is very accurate.
B) MBO is tied to jointly agreed goals.
C) forced distribution results depend on the adequacy of the original choice of cutoff
points.
D) a graphic rating scale is simple to use.
E) alternation ranking is simple to use. - Answer-C) forced distribution results depend on
the adequacy of the original choice of cutoff points.
The following are disadvantages of appraisal tools EXCEPT:
A) the critical incident method is difficult to use to rate employees relative to one
another.
B) the alternation ranking method can cause disagreements among employees.
C) MBO is time-consuming.
D) BARS is difficult to develop.
E) a graphic rating scale is simple to use. - Answer-E) a graphic rating scale is simple to
use.
Guidelines for developing a legally defensible performance appraisal process include
the following EXCEPT:
A) conduct job specialization for each employee.
B) provide definitive performance standards to rater and ratees.
C) use clearly defined individual dimensions of job performance.
D) incorporate job characteristics into a rating instrument.
E) document evaluations. - Answer-A) conduct job specialization for each employee.
The individual ratings that are still the heart of most appraisal systems are the:
A) supervisor's ratings.
, B) individual ratings.
C) customer ratings.
D) peer ratings.
E) self-paced ratings. - Answer-A) supervisor's ratings.
A potential problem with peer appraisal occurs when all the peers get together to rate
each other highly. This
is called:
A) appraisal bias.
B) halo error.
C) logrolling.
D) leniency error.
E) preferential evaluation. - Answer-logrolling
In a study involving more than 200 industrial managers, the type of performance rating
that predicted who
would be promoted was the:
A) peer appraisal.
B) self-appraisal.
C) customer appraisal.
D) committee appraisal.
E) supervisor appraisal. - Answer-A) peer appraisal.
The following are advantages of using rating committees in the performance appraisal
process EXCEPT:
A) appraisal is generally more biased because of personality clashes.
B) variations in raters' ratings usually stem from the fact that raters often observe
different facets of an
employee's performance.
C) the composite ratings tend to be more reliable and valid than those of individual
raters.
D) several raters can help cancel out problems like bias and halo effect on the part of
individual raters.
E) the composite ratings tend to be more fair than those of individual raters. - Answer-A)
appraisal is generally more biased because of personality clashes.
Rating committees are usually composed of the employee's immediate supervisor and:
A) three or four peers.
B) that supervisor's boss.
C) that supervisor's boss and a customer.
D) other supervisors and peers.
E) three or four other supervisors. - Answer-E) three or four other supervisors.
The basic problem with employee self-ratings is:
A) employee reluctance to self-rate.
B) lack of anonymity.
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