Question 1

A behaviorally anchored rating scale (BARS)rates employee gradations in performance according to scales of specific behaviors.

Accepted Answer

Behavioral appraisals measure specific,observable aspects of performance like being on time for work,although making the evaluation is still somewhat subjective.An example is the behaviorally anchored rating scale (BARS),which rates employee gradations in performance according to scales of specific behaviors.

Question 2

Because the evaluator's personal bias can affect the ratings,trait appraisals' validity may be questionable.

Accepted Answer

Trait appraisals are ratings of such subjective attributes as "attitude," "initiative," and "leadership." Trait evaluations may be easy to create and use,but their validity is questionable because the evaluator's personal bias can affect the ratings.

Question 3

Every year 10% of GE's managers are assigned the bottom grade,and if they don't improve,they are asked to leave the company.This is an example of a forced ranking performance review system.

Accepted Answer

Every year 10% of GE's managers are assigned the bottom grade,and if they don't improve,they are asked to leave the company.This is an example of a forced ranking performance review system.

Question 4

The continuous cycle of improving job performance through goal setting,feedback and coaching,and rewards and positive reinforcement is called performance management.

Accepted Answer

Performance management is the continuous cycle of improving job performance through goal setting,feedback and coaching,and rewards and positive reinforcement.

Question 5

In the United States,private industry spends an average of $31.93 per hour worked in employment compensation,of which wages and salaries accounted for 69.9% and benefits 30.1%.

Accepted Answer

Benefits are no small part of an organization's costs.In March 2014,private industry spent an average of $31.93 per hour worked in employment compensation,of which wages and salaries accounted for 69.9% and benefits for the remaining 30.1%.

Question 6

Formal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

Accepted Answer

Informal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

Question 7

An orientation helps a newcomer fit smoothly into the job and the organization.

Accepted Answer

The purpose of an orientation is helping the newcomer fit smoothly into the job and the organization.

Question 8

When doing a performance appraisal,the manager will assess the employee's performance and provide feedback.

Accepted Answer

Performance appraisal consists of (1)assessing an employee's performance and (2)providing him or her with feedback.

Question 9

Designed to enrich the lives of all employees in the organization,who are paid all or in part by the organization,benefits are additional nonmonetary forms of compensation.

Accepted Answer

Designed to enrich the lives of all employees in the organization,who are paid all or in part by the organization,benefits are additional nonmonetary forms of compensation.

Question 10

Computer-assisted instruction is often a type of off-the-job training.

Accepted Answer

Lots of off-the-job training consists of computer-assisted instruction (CAI),in which computers are used to provide additional help or to reduce instructional time.

Question 11

HR professionals distinguish between training and development.

Accepted Answer

HR professionals distinguish between training and development;training is upgrading the skills of technical and operational employees,and development is upgrading the skills of professionals and managers.

Question 12

Understanding the organization's mission and operations,the job routine and the organization's work rules and benefits should be considered an integral part of employee orientation.

Accepted Answer

Following orientation,the employee should emerge with information about the organization's mission and operations and know what the organization is about including its purpose,products or services,operations,history,the job routine,and the organization's work rules and benefits.

Question 13

Depending on preparation,the forced ranking performance review system may have negative effects on morale,productivity,and loyalty or it may encourage managers to identify and remove poor performers.

Accepted Answer

Proponents of forced ranking say it encourages managers to identify and remove poor performers and also structures a predetermined compensation curve,which enables them to reward top performers.If the system is imposed on an organization without sufficient preparation,it can pit employees against one another and produce shocks to morale,productivity,and loyalty.

Question 14

Stock options are found not to induce employees to be more productive or to attract or retain top performers.

Accepted Answer

Stock options are a type of incentive,rather than a benefit,used to induce employees to be more productive or to attract and retain top performers.

Question 15

The first step in the training process is an assessment of what training is needed.

Accepted Answer

The training process involves five steps,the first of which is an assessment of what training is needed.

Question 16

Factors such as what the individual's level is in the organization or how much experience he or she has do not determine basic compensation.

Accepted Answer

The basic compensation is determined by all kinds of economic factors: the prevailing pay levels in a particular industry and location,what competitors are paying,whether the jobs are unionized,if the jobs are hazardous,what the individual's level is in the organization,and how much experience he or she has.

Question 17

Subjective appraisals are harder to challenge legally than objective appraisals.

Accepted Answer

Not being as subject to personal bias,objective appraisals are harder for employees to challenge on legal grounds,such as for age,gender,or racial discrimination.

Question 18

Incentives are not considered a part of compensation.

Accepted Answer

Compensation has three parts: (1)wages or salaries, (2)incentives,and (3)benefits.

Question 19

A company that evaluates its truckers based on miles of freight hauled is using subjective appraisals.

Accepted Answer

Objective appraisals,also called results appraisals,are based on facts and are often numerical,such as tracking numbers of products the employee sold in a month,customer complaints filed against an employee,miles of freight hauled,and the like.

Question 20

The type of appraisal in which employees are evaluated by their managers,peers,and subordinates is called the 360-degree assessment.

Accepted Answer

In the 360-degree assessment,or 360-degree feedback appraisal,employees are appraised by their managers,peers,subordinates,and sometimes clients,thus providing several perspectives.

Quiz 9: Human Resource Management: Getting the Right People for Managerial Success

A behaviorally anchored rating scale (BARS)rates employee gradations in performance according to scales of specific behaviors.

Because the evaluator's personal bias can affect the ratings,trait appraisals' validity may be questionable.

Every year 10% of GE's managers are assigned the bottom grade,and if they don't improve,they are asked to leave the company.This is an example of a forced ranking performance review system.

The continuous cycle of improving job performance through goal setting,feedback and coaching,and rewards and positive reinforcement is called performance management.

In the United States,private industry spends an average of $31.93 per hour worked in employment compensation,of which wages and salaries accounted for 69.9% and benefits 30.1%.

Formal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

An orientation helps a newcomer fit smoothly into the job and the organization.

When doing a performance appraisal,the manager will assess the employee's performance and provide feedback.

Designed to enrich the lives of all employees in the organization,who are paid all or in part by the organization,benefits are additional nonmonetary forms of compensation.

Computer-assisted instruction is often a type of off-the-job training.

HR professionals distinguish between training and development.

Understanding the organization's mission and operations,the job routine and the organization's work rules and benefits should be considered an integral part of employee orientation.

Depending on preparation,the forced ranking performance review system may have negative effects on morale,productivity,and loyalty or it may encourage managers to identify and remove poor performers.

Stock options are found not to induce employees to be more productive or to attract or retain top performers.

The first step in the training process is an assessment of what training is needed.

Factors such as what the individual's level is in the organization or how much experience he or she has do not determine basic compensation.

Subjective appraisals are harder to challenge legally than objective appraisals.

Incentives are not considered a part of compensation.

A company that evaluates its truckers based on miles of freight hauled is using subjective appraisals.

The type of appraisal in which employees are evaluated by their managers,peers,and subordinates is called the 360-degree assessment.