Question 1
Training traditionally focuses on:
|
preparing employees for other jobs in the organization.
|
||
|
increasing employees’ ability to move into jobs that may not exist yet.
|
||
|
helping employees prepare for changes in current jobs and responsibilities.
|
||
|
helping employees improve their performance in their current job.
|
Question 2
A benchmark is a tool that:
|
evaluates employees’ performance on a number of exercises.
|
||
|
measures performance and is used by supervisors, peers, employees, and customers.
|
||
|
identifies individual preferences in decision making, lifestyle, and information gathering.
|
||
|
gathers ratings of a manager’s use of skills associated with success in managing.
|
Question 3
Succession planning is a form of employee development that is:
|
designed to help women and minorities break through the glass ceiling.
|
||
|
designed to identify high potential employees to fill top management positions.
|
||
|
designed to help current managers use skills successfully in managing.
|
||
|
designed to help employees gain exposure to a more diverse set of problems.
|
Question 4
Which of the following is a method for measuring performance that assigns a certain percentage of employees to each category?
|
Simple ranking
|
||
|
Alteration ranking
|
||
|
Forced-distribution method
|
||
|
Paired-comparison method
|
Question 5
Which of the following statements BEST describes a mentor?
|
A mentor is someone who is an experienced, senior employee who helps a less experienced employee.
|
||
|
A mentor is someone who works one-on-one with an employee and provides feedback.
|
||
|
A mentor is someone who provides resources, such as mentors, courses, or job experiences.
|
||
|
A mentor is someone who helps develop employee learning by teaching them to obtain feedback.
|
Question 6
Part of planning an effective performance management system includes the following criteria:
|
fit with strategy, validity, reliability, acceptability, and specific feedback.
|
||
|
fit with strategy, validity, goal setting, action planning, and follow-up.
|
||
|
data gathering, feedback, performance, ranking, and specific feedback.
|
||
|
data gathering, feedback, goal setting, action planning, and follow-up.
|
Question 7
Employee development that consists of four broad categories and approaches that can be combined is:
|
formal education, achievement, skill building, and experience.
|
||
|
formal education, assessment, job experience, and building relationships.
|
||
|
assessment, skill building, achievement, and job success.
|
||
|
assessment, job experience, skill building, and building relationships.
|
Question 8
Which of the following is a possible problem that may arise with job rotation?
|
Managers and employees understand job rotation expectations.
|
||
|
Exposes high potential employees to experiences for management preparation.
|
||
|
May give employees short-term perspective on problems and solutions.
|
||
|
Top management must be committed to program success and meeting goals.
|
Question 9
Lawsuits related to discrimination or unjust dismissal may arise if:
|
an employee feels decisions were based on traits other than behavior or performance.
|
||
|
there is a defensible performance management system based on valid job analysis.
|
||
|
an employee can have upper level managers review evaluations or request an appeal.
|
||
|
requirements for job success are clearly communicated to employees.
|
Question 10
Which of the following BEST describes a protean career while trying to become the “norm” in today’s ever changing society?
|
Frequent changes based on a person’s interests, abilities and values
|
||
|
A sequence of positions within an occupation
|
||
|
Job security and a career ladder to climb
|
||
|
A job that involves repetitive tasks
|
Question 11
Define the three broad purposes for performance management, and provide an example of a situation that relates to each purpose.
Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
Question 12
Defend legal and ethical issues that affect performance management systems.
Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
Question 13
You have just been promoted to manager of your department. Your supervisor has asked that you review the current performance management system measures in place, and make any possible suggestions. Would you enlist input from the employees in your department? Why, or why not? List and interpret the criteria you would use to evaluate the current performance management system.