HROB*2290 Chapter 10 University of Guelph NEWEST 2024 ACTUAL EXAM 34 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) | ALREADY GRADED A+

HROB*2290 Chapter 10 University of Guelph NEWEST 2024 ACTUAL EXAM 34 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) | ALREADY GRADED A+ In dynamic organizations, when should performance coaching be conducted? A. semi-annually B. monthly or quarterly C. biannually D. annually - Answer- B. monthly or quarterly What is the difference between performance management and performance appraisal? A. Performance management is the complete process involving all elements relating to improving employee performance; performance appraisal reflects the process of evaluating an employee's performance. B. Performance appraisal evaluates and measures actual performance; performance management is focused on controlling behaviour. C. Performance management is the same as performance appraisal. D. Performance management is part of performance appraisal. - Answer- A. Performance management is the complete process involving all elements relating to improving employee performance; performance appraisal reflects the process of evaluating an employee's performance. Which of the following is a good recommendation for developing an effective appraisal process? A. Allow appraisers regular contact with the employee being evaluated. B. Employ subjective supervisory ratings as the main component. C. Use a rating system from another company. D. Use a rating scale with abstract trait names such as "honesty." - Answer- A. Allow appraisers regular contact with the employee being evaluated. Which of the following is not one of the guidelines for developing an effective appraisal process? A. Use subjective ratings, such as essays, as only one component of the appraisal. B. Incorporate a formal appeal mechanism in the appraisal. C. Appraisal items must be drawn from a job analysis. D. Performance appraisals should be carried out by a member of the HR department. - Answer- D. Performance appraisals should be carried out by a member of the HR department. Which one of these processes would not abide by Thorndike's suggested criteria for employment decisions? A. The criteria are free from direct and indirect bias. B. The criteria can be consistently applied to all employees in the job. C. The criteria focus on ideal expectations rather than practical ones. D. The criteria reflect an element of the job related to performance - Answer- C. The criteria focus on ideal expectations rather than practical ones. Which of the following is not an element of a well-designed performance improvement plan (PIP)? A. The objectives that are considered to be reasonable are listed. B. The expectations of the employer and employee are highlighted in writing. C. A follow-up date and the names of the parties who engaged in the conversation are identified. D. The expected date when the employee thinks they can bring performance to acceptable levels is flexible. - Answer- D. The expected date when the employee thinks they can bring performance to acceptable levels is flexible. All of the following are reasons to appraise performance except _____________. A. developing plans for employee development. B. discussing career opportunities. C. making retention decisions during downsizing. D. informing compensation decisions. - Answer- B. discussing career opportunities. Which of the following is an example of contextual performance? A. keeping databases about customers up to date B. completing work within the expected timeline C. completion of sales as per the quota D. helping co-workers when needed - Answer- D. helping co-workers when needed Which of the following performance appraisal outcomes is most likely to lead to extra incentives like extra time off, a small bonus, or job enrichment? A. satisfactory—promotable B. satisfactory—not promotable