HRM 531 Week 3 Knowledge Check

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https://uopcourses.com/category/hrm-531/
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HRM 531 Week 3
Knowledge Check



The material
presented below is not meant to be a comprehensive list of all you need to know
in the content area. Rather it is a starting point for building your knowledge
and skills. Additional study materials are recommended in each area below to
help you master the material.

Personalized
Study Guide Results:

Score: 14 / 15

Concepts Mastery
Questions

Requirements of
Effective Appraisal Systems 100% • 1

• 2• 3

Methods of
Appraising Employee Performance 100% • 4

• 5• 6

Performance-Appraisal
Legalities 100% • 7

• 8• 9

Elements of
Effective Performance Feedback Interviews 100% • 10

• 11

• 12

Four Broad Types
of Internal Moves 100% • 13

• 14

• 15

Concept:
Requirements of Effective Appraisal Systems

Mastery : 100%
Questions : • 1

• 2• 3

Materials on the
concept:

• Requirements
Of Effective Appraisal Systems

1.

________ implies
that a performance appraisal system is capable of distinguishing effective from
ineffective performers.

• A.

Relevance

• B.

Sensitivity

• C.

Reliability

• D.

Acceptability

2.

_____ translate
job requirements into levels of acceptable or unacceptable employee behavior.

• A.

Absolute rating
systems

• B.

Qualitative
analyses

• C.

Reliability
judgments

• D.

Performance
standards

3.

One requirement
of sound appraisal systems is _____, which refers to consistency of judgment.

• A.

reliability

• B.

sensitivity

• C.

relevance

• D.

acceptability

Concept: Methods
of Appraising Employee Performance

Mastery : 100%
Questions : • 4

• 5• 6

Materials on the
concept:

• Alternative
Methods Of Appraising Employee Performance

4.

Which of the
following is an advantage of narrative essays?

• A.

Good for
individual feedback and development

• B.

Good for making
comparisons across employees

• C.

Forces raters to
make distinctions among employees

• D.

Provides a
direct link between job analysis and performance appraisal

5.

Which of the
following is a disadvantage of forced distribution?

• A.

Difficult to
make comparisons across employees

• B.

May be
inaccurate if a group of employees is either very effective or ineffective

• C.

Provides little
basis for individual feedback and development

• D.

Forces raters to
make distinctions among employees

6.

The advantage of
using a behavioral checklist is that

• A.

it is good for
individual feedback and development

• B.

the meaning of
response categories is generally interpreted similarly by various raters

• C.

it focuses
directly on job behaviors

• D.

it provides a
direct link between job analysis and performance appraisal

Concept:
Performance-Appraisal Legalities

Mastery : 100%
Questions : • 7

• 8• 9

Materials on the
concept:

• Purposes Of
Performance-Appraisal Systems

• Requirements
Of Effective Appraisal Systems

7.

Appraisals
provide legal and formal organizational justification for

• A.

employment
decisions

• B.

keeping unions
out

• C.

high executive
salaries

• D.

bringing legal
action against employees



8.

The answer to
the question “What really makes the difference between success and failure on a
particular job, and according to whom?” determines

• A.

relevance

• B.

sensitivity

• C.

reliability

• D.

coherence

9.

To avoid legal
difficulties regarding performance appraisals, organizations should

• A.

train
supervisors on how to skip embarrassing questions

• B.

allow
supervisors flexibility in the appraisal process

• C.

provide written
instructions and train supervisors on the rating system

• D.

use the
competitors appraisal system

Concept:
Elements of Effective Performance Feedback Interviews

Mastery : 100%
Questions : • 10

• 11

• 12

Materials on the
concept:

• Secrets Of
Effective Performance-Feedback Interviews

10.

Prior to the
performance-feedback interview, the supervisor should

• A.

communicate
frequently with subordinates about their performance

• B.

refrain from
speaking to subordinates

• C.

have a coworker
complete the entire appraisal

• D.

set aside a
maximum of 15 minutes to write the appraisal

11.

Most companies
require that appraisal results be

• A.

e-mailed to the
employee

• B.

signed by the
manager

• C.

sent by
certified mail to the employee

• D.

discussed with
the employee

12.

Supervisors that
excel at conducting performance-feedback interviews typically have received
_________ prior to conducting appraisals.

• A.

a bonus

• B.

vacation

• C.

a promotion

• D.

training

Concept: Four
Broad Types of Internal Moves

Mastery : 100%
Questions : • 13

• 14

• 15

Materials on the
concept:

• Internal
Staffing Decisions: Patterns of Career Change

• Promotions

13.

From the
organizations perspective, the four broad types of internal moves include

• A.

layoffs,
retirements, resignations, and demotions

• B.

demotions,
transfers, relocations, and up

• C.

promotions,
demotions, transfers, and relocations

• D.

promotions,
demotions, transfers, and layoffs

14.

Psychologically,
promotions help satisfy employees’ need for

• A.

superiority

• B.

separation

• C.

discipline

• D.

security

15.

To minimize
defensive behavior, procedures used for promotion decisions must be

• A.

changed
frequently

• B.

flexible

• C.

rigid

• D.

fair
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