Human Resource Management 5Th Canadian Edition By Sandra Steen – Test Bank

Human Resource Management 5Th Canadian Edition By Sandra Steen – Test Bank

Chapter 07
Managing Employees’ Performance

True / False Questions

1. Performance management is the process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-02 Introduction

2. The most frequent changes to performance management systems are adopting coaching and ongoing feedback including behavioural feedback.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-04 Purposes of Performance Management

3. Organizations establish performance management systems to meet three broad purposes: strategic, administrative, and developmental.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-04 Purposes of Performance Management

4. Performance management can achieve its strategic purpose only when measurements are truly aligned with the organization’s goals and when the goals and feedback about performance are communicated to employees.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-04 Purposes of Performance Management

5. Specific feedback is a criterion for effective performance management.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-05 Criteria for Effective Performance Management

6. Simply asking a supervisor to rate an employee’s performance on a scale of 1 to 5 would likely have low interrater reliability.
TRUE

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 07-01 Describe the relevance; purpose; and criteria associated with an effective performance management system.
Topic: 07-05 Criteria for Effective Performance Management

7. The first step in the performance management process is to appraise performance.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 07-02 Identify the activities involved in performance management.
Topic: 07-06 The Process of Performance Management

8. In the forced-distribution method, employees are ranked from lowest to highest.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 07-03 Compare the major performance management methods and sources of information.
Topic: 07-08 Making Comparisons

9. Approximately half of organizations use force distribution or have guidelines or recommendations in place to ensure a normal distribution of ratings.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 07-03 Compare the major performance management methods and sources of information.
Topic: 07-08 Making Comparisons

10. The critical-incident technique is a behavioural approach to performance management.
TRUE