HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE – TEST BANK

HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE – TEST BANK

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

1)

Which of the following is true about performance management?

1)

_______

1. A)

It is indirectly related to achieving strategic objectives.

1. B)

Better performance management represents a largely untapped opportunity to improve company profitability.

1. C)

The process does not involve coaching.

1. D)

The process contains 3 steps.

1. E)

Research indicates that most companies manage performance well.

2)

The critical step in employees’ understanding of how their work makes a contribution is:

2)

_______

1. A)

the appraisal session.

1. B)

defining performance expectations.

1. C)

the promotion decision.

1. D)

the career planning session.

1. E)

the pay decision.

3)

To clarify performance expectations, ________ should be developed.

3)

_______

1. A)

strategic objectives

1. B)

an HR strategy

1. C)

measurable standards

1. D)

a business plan

1. E)

a list of traits

4)

The following are reasons for the failure of a performance appraisal EXCEPT:

4)

_______

1. A)

arguing and poor communications which arise as problems during feedback sessions.

1. B)

not telling employees ahead of time exactly what is expected of them.

1. C)

a lenient supervisor.

1. D)

having poor measures of performance.

1. E)

clearly defining performance standards.

5)

The job description often is not sufficient to clarify what employees are to do. This lack of clarity is because:

5)

_______

1. A)

it is written only for benchmark jobs.

1. B)

it is written for specific employees.

1. C)

it is written for specific departments.

1. D)

it is the same for groups of employees.

1. E)

managers may ask individual employees to take on additional tasks.

6)

The simplest and most popular technique for appraising employees is the:

6)

_______

1. A)

forced distribution method.

1. B)

alternation ranking method.

1. C)

critical incident method.

1. D)

paired comparison method.

1. E)

graphic rating scale.

7)

A scale that lists a number of traits and a range of performance for each is called a(n):

7)

_______

1. A)

alternation ranking method.

1. B)

forced distribution method.

1. C)

behaviourally anchored rating scale.

1. D)

paired comparison scale.

1. E)

graphic rating scale.

8)

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as “teamwork” and performance values ranging from “needs improvement” to “outstanding.” Terrastyle is using the following appraisal method:

8)

_______

1. A)

behaviourally anchored rating scale.

1. B)

graphic rating scale.

1. C)

forced distribution method.

1. D)

critical incident method.

1. E)

paired comparison method.

9)

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the:

9)

_______

1. A)

forced distribution method.

1. B)

paired comparison method.

1. C)

alternation ranking method.

1. D)

behaviourally anchored rating scale.

1. E)

graphic rating scale.

10)

An example of the alternation ranking method would include the following steps EXCEPT:

10)

______

1. A)

cross off names not known well enough to rank.

1. B)

listing the highest-ranking employee on the first line.

1. C)

putting the lowest-ranking employee on the last line.

1. D)

defining the compensable factors.

1. E)

listing all the employees to be ranked.

11)

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the:

11)

______

1. A)

forced distribution method.

1. B)

graphic rating scale.

1. C)

paired comparison method.

1. D)

alternation ranking method.

1. E)

critical incident method.

12)

The performance appraisal method that would use a “+” to denote “better than” and a “-” to denote “worse than” when comparing employees in order to get the highest-ranked employee is the:

12)

______

1. A)

critical incident method.

1. B)

graphic rating scale method.

1. C)

paired comparison method.

1. D)

forced distribution method.

1. E)

alternation ranking method.

13)

The performance appraisal method which is similar to grading on a curve, and which places a predetermined percentage of ratees in various performance categories, is the:

13)

______

1. A)

paired comparison method.

1. B)

alternation ranking method.

1. C)

critical incident method.

1. D)

forced distribution method.

1. E)

graphic rating scale.

14)

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal. What criticism of using this method do you advise her about?

14)

______

1. A)

Traits being appraised are decided by management.

1. B)

Employees are rated on a comparison basis.

1. C)

It is similar to grading on a curve.

1. D)

Predetermined percentages of employees are placed in performance categories.

1. E)

A considerable proportion of the workforce is classified as less than average.

15)

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee’s work-related behaviour and reviewing it with the employee at predetermined times is the:

15)

______

1. A)

alternation ranking method.

1. B)

behaviourally anchored rating scales.

1. C)

paired comparison method.

1. D)

critical incident method.

1. E)

forced distribution method.