BU354 Final Exam Questions with All
Correct Answers 2026 Updated.
Chapter 7 - Answer
Chief learning officer - Answer high ranking manager directly responsible for fostering
employee learning and development
Strategic model of training - what are the 4 phases - Answer 1. Conducting the needs
assessment.
2. Designing the training program.
3. Implementing the training program.
4. Evaluating the training program
Strategic model of training: Phase 1 - Conducting the needs assessment - Answer Conduct an
organizational, task, and person analysis.
Organizational analysis - examine the environment, strategies, resources
Task analysis - activities to be performed in order to determine the KSAOs needed. First step if
the job is changing
Person analysis - performance, knowledge, and skills in order to determine who needs training
Strategic model of training: Phase 2 - designing the training objectives - Answer Should focus
on four related issues
1. Trainings instructional objectives (desired outcomes of the program)
2. Readiness of trainees and their motivation.
3. Principles of learning
4. Characteristics of instructors
,Strategic model of training: Phase 3 - implementing the training program - Answer Can be on
the job training, apprenticeship, cooperative training, simulation method, games and virtual
reality, E-learning, behavioural modeling, role playing, coaching, case studies, seminars and
conferences, blended learnings
Strategic model of training: Phase 4 - evaluating the training program - Answer Four basic
criteria to evaluate training - reactions, learning, behaviour, results
PROPER acronym (proper way to do on the job training) - Answer P - prepare
R - reassure
O - orient
P - perform
E - evaluate
R - reinforce/review
Chapter 8 - Answer
Performance management - Answer Process of creating a work environment in which people
can perform to the best of their abilities
Performance review/appraisal/evaluation - Answer Process in which a manager evaluates an
employee's performance relative to the requirements of his or her job, and tells them how they
can improve
Reasons performance management systems sometimes fail - Answer People argue it
discourages work by emphasizing short term gains, over long term growth and learning. Only
half of HR managers believe annual performance reviews are accurate appraisals
Developing an effective performance management system - Answer Need to consider four
standards
1. Strategic relevance - individual standards should directly relate to strategic goals
2. Criterion deficiency - performance standards should capture the entire range of an
employee's performance, not just one part
3. Criterion contamination - ensure performance capability is not reduced by external factors
, 4. Reliability - standards must be quantifiable, measurable, and stable
360 degree evaluations - Answer Combines data from multiple sources of performance
evaluation, designed to give employees the most accurate picture of their performance
possible. Incorporates feedback from all sources
Rating error - error of central tendency - Answer performance rating error where all
employees are rated above average
Rating error - leniency or strictness error - Answer performance rating error in which the
appraiser tends to give employees unusually high or low ratings
Rating error - forced distribution - Answer performance ranking system whereby raters are
required to place a certain percentage of employees into various performance categories
Rating error - contrast error - Answer performance rating error in which an employee's
evaluation is biased because of comparison with another employee just previously evaluated
Rating error - similar to me error - Answer performance rating error in which an appraiser
inflates the evaluation of an employee because of a mutual personal connection
Performance review methods - 3 types - Answer Trait, behaviour, or results
Trait methods - Answer Graphic rating scale - each employee is rated according to a scale of
characteristics
Mixed standard scale - similar to other scale methods, but based on comparison with a standard
Forced choice - rater chooses statements to distinguish between successful and unsuccessful
performance (very easy)
Essay - requires rater to compose a statement describing employee behaviour, describing their
strengths and weaknesses, and making recommendations for development. Most difficult and
affected by the writing skill of the evaluator
Behaviour methods - Answer Critical incident - keep a log/diary of each time employee
behaviour results in an unusual success or failure. Behaviour that denotes superior or inferior
employee performance
Correct Answers 2026 Updated.
Chapter 7 - Answer
Chief learning officer - Answer high ranking manager directly responsible for fostering
employee learning and development
Strategic model of training - what are the 4 phases - Answer 1. Conducting the needs
assessment.
2. Designing the training program.
3. Implementing the training program.
4. Evaluating the training program
Strategic model of training: Phase 1 - Conducting the needs assessment - Answer Conduct an
organizational, task, and person analysis.
Organizational analysis - examine the environment, strategies, resources
Task analysis - activities to be performed in order to determine the KSAOs needed. First step if
the job is changing
Person analysis - performance, knowledge, and skills in order to determine who needs training
Strategic model of training: Phase 2 - designing the training objectives - Answer Should focus
on four related issues
1. Trainings instructional objectives (desired outcomes of the program)
2. Readiness of trainees and their motivation.
3. Principles of learning
4. Characteristics of instructors
,Strategic model of training: Phase 3 - implementing the training program - Answer Can be on
the job training, apprenticeship, cooperative training, simulation method, games and virtual
reality, E-learning, behavioural modeling, role playing, coaching, case studies, seminars and
conferences, blended learnings
Strategic model of training: Phase 4 - evaluating the training program - Answer Four basic
criteria to evaluate training - reactions, learning, behaviour, results
PROPER acronym (proper way to do on the job training) - Answer P - prepare
R - reassure
O - orient
P - perform
E - evaluate
R - reinforce/review
Chapter 8 - Answer
Performance management - Answer Process of creating a work environment in which people
can perform to the best of their abilities
Performance review/appraisal/evaluation - Answer Process in which a manager evaluates an
employee's performance relative to the requirements of his or her job, and tells them how they
can improve
Reasons performance management systems sometimes fail - Answer People argue it
discourages work by emphasizing short term gains, over long term growth and learning. Only
half of HR managers believe annual performance reviews are accurate appraisals
Developing an effective performance management system - Answer Need to consider four
standards
1. Strategic relevance - individual standards should directly relate to strategic goals
2. Criterion deficiency - performance standards should capture the entire range of an
employee's performance, not just one part
3. Criterion contamination - ensure performance capability is not reduced by external factors
, 4. Reliability - standards must be quantifiable, measurable, and stable
360 degree evaluations - Answer Combines data from multiple sources of performance
evaluation, designed to give employees the most accurate picture of their performance
possible. Incorporates feedback from all sources
Rating error - error of central tendency - Answer performance rating error where all
employees are rated above average
Rating error - leniency or strictness error - Answer performance rating error in which the
appraiser tends to give employees unusually high or low ratings
Rating error - forced distribution - Answer performance ranking system whereby raters are
required to place a certain percentage of employees into various performance categories
Rating error - contrast error - Answer performance rating error in which an employee's
evaluation is biased because of comparison with another employee just previously evaluated
Rating error - similar to me error - Answer performance rating error in which an appraiser
inflates the evaluation of an employee because of a mutual personal connection
Performance review methods - 3 types - Answer Trait, behaviour, or results
Trait methods - Answer Graphic rating scale - each employee is rated according to a scale of
characteristics
Mixed standard scale - similar to other scale methods, but based on comparison with a standard
Forced choice - rater chooses statements to distinguish between successful and unsuccessful
performance (very easy)
Essay - requires rater to compose a statement describing employee behaviour, describing their
strengths and weaknesses, and making recommendations for development. Most difficult and
affected by the writing skill of the evaluator
Behaviour methods - Answer Critical incident - keep a log/diary of each time employee
behaviour results in an unusual success or failure. Behaviour that denotes superior or inferior
employee performance
