Question 1

When BBG Inc. was preparing to roll out a new performance management system, Kayla, the human resource executive, insisted that for the new system to succeed, they must first explain it to employees. Kayla said employees need to perceive the system as fair. Why would this effort make the performance management system more effective?

Accepted Answer

A)   The employees who receive feedback must believe that the process of preparing it was not too time consuming.
B)   Specific feedback helps meet the goals of supporting strategy and developing employees.
C)   Low interrater reliability means the rating will differ depending on who is scoring the employees.
D)   When employees see performance measures as fair, they are likelier to apply the feedback.
E)   A measurement tool should accurately measure what it was designed to measure.F) B) and C)
G) A) and B)

Question 2

Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?

Accepted Answer

A)   The supervisor limits performance feedback to formal appraisals conducted once a year.
B)   The supervisor uses performance information for day-to-day decisions about salary, benefits, and recognition programs.
C)   The supervisor uses performance measures to guide decisions about employee retention and termination.
D)   The supervisor uses performance measures to identify assignments that will help employees build on their strengths.
E)   The supervisor makes sure each employee's goals are aligned with the company's and department's objectives.F) B) and D)
G) C) and D)

Question 3

Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation?

Accepted Answer

A)   Lillian should define new performance outcomes that do not include checking order status.
B)   Jason should develop more realistic goals that do not include checking order status.
C)   Lillian and Jason should set new performance standards that are more realistic.
D)   Lillian should arrange for training so Jason can learn how to look up the status of orders.
E)   Lillian should provide Jason with ongoing performance feedback.F) A) and E)
G) A) and D)

Question 4

Brian, the HR manager at Haller Co., establishes a performance management system for his company. He wants to check the consistency of results over time. In the context of criteria for determining the effectiveness of performance measures, Brian is trying to check the ________ of the performance management system.

Accepted Answer

A)   validity
B)   test-retest reliability
C)   specificity
D)   interrater reliability
E)   acceptabilityF) A) and B)
G) C) and E)

Question 5

In the context of performance management, which term refers to a measure that obtains consistency of results over time?

Accepted Answer

A)   validity
B)   interrater reliability
C)   acceptability
D)   test-retest reliability
E)   specificityF) C) and E)
G) All of the above

Exam 10: Managing Employees Performance

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Correct Answer
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In the context of performance management, which term refers to a measure that obtains consistency of results over time?

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Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?

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Exam 10: Managing Employees Performance

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In the context of performance management, which term refers to a measure that obtains consistency of results over time?

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Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?

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Correct Answer
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Correct Answer
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Correct Answer
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