BA 350 Final Exam Study Guide comprehensive Questions
and Answers with 100% Correct Answers | Latest Version
Question 1.
Guest speaker's comments
Correct Answer: - be kind not polite at work - experiences -> beliefs -> action/behavior
-> outcome - People Equity Model -> ACE Model: alignment (bigger than me),
capabilities (training), engagement (commitment) -> head, hands, heart - the right
people drive the right things all the time
Question 2.
Selection practices
Correct Answer: - interviews: need to be v structured to prevent bias; best 4
assessing: conscientiousness, interpersonal skills, & person-org fit (ppl think we
should move away from this) - written tests: Renewed employer interest; Use if a job
is very structured; must show connection to job-related performance requirements -
performance-simulation tests: work sample tests; assessment centers; ex: Randel's
sister
Question 3.
Training and development programs
Correct Answer: -basic literacy -technical skills (need to learn new technology)
-problem solving -interpersonal skills (how to deal with communication and feedback,
how to manage a team)
Question 4.
Performance evaluation
Correct Answer: purposes: making HR decisions, identifying training and
development needs, validating selection and development programs, providing
feedback to employees PE & motivation: to use PE to motivate employees they need
to be: clear, related to the job, accurately evaluated, properly rewarded -> expectancy
theory: effort, performance, rewards no-no's: " Objective" criteria (ex: grades) &
emphasis on highly visible behaviors (ex: staying late could be bc they were lazy)
Question 5.
methods of performance evaluation
Correct Answer: 360° evaluation's, graphic reading skills, behaviorally anchored
reading skills, group order ranking, individual ranking
, Question 6.
360° evaluations (methods of performance evaluation)
Correct Answer: People all around the employee evaluate them, the more people of
the less bias, can't let employee choose who gives feedback, Khan: some people
don't have enough training to give constructive feedback
Question 7.
Graphic rating scale (methods of performance evaluation)
Correct Answer: evaluation method in which the evaluator rates performance factors
on an incremental scale like one through five, it's difficult to gauge why you got the
number you did -> critical incidents: think of an example of when the employee did
well and could've done better
Question 8.
Behaviorally Anchored Rating Scale (BARS) (methods of performance evaluation)
Correct Answer: Rates employees based on items along a continuum but the points
are examples of actual behavior on the job, con: it's difficult to create the words and
space between the rungs aren't even
Question 9.
forced comparisons (methods of performance evaluation)
Correct Answer: Group order ranking: evaluation method that places employees into
a particular classification such as quartiles, you are in the top 20% of your class
individual ranking: evaluation method that rank-orders employees from best to worst
Question 10.
Providing performance feedback
Correct Answer: -focus on specific behaviors (ex: specifics on how to be better with
clients) -keep feedback impersonal (ex: not i don't like u) -keep feedback
goal-oriented (so they can focus on improving) -make feedback well-timed (months
later= no-no) -ensure understanding (ensure proper decoding) -direct negative
feedback toward behavior that the recipient can control (not ur ugly)
and Answers with 100% Correct Answers | Latest Version
Question 1.
Guest speaker's comments
Correct Answer: - be kind not polite at work - experiences -> beliefs -> action/behavior
-> outcome - People Equity Model -> ACE Model: alignment (bigger than me),
capabilities (training), engagement (commitment) -> head, hands, heart - the right
people drive the right things all the time
Question 2.
Selection practices
Correct Answer: - interviews: need to be v structured to prevent bias; best 4
assessing: conscientiousness, interpersonal skills, & person-org fit (ppl think we
should move away from this) - written tests: Renewed employer interest; Use if a job
is very structured; must show connection to job-related performance requirements -
performance-simulation tests: work sample tests; assessment centers; ex: Randel's
sister
Question 3.
Training and development programs
Correct Answer: -basic literacy -technical skills (need to learn new technology)
-problem solving -interpersonal skills (how to deal with communication and feedback,
how to manage a team)
Question 4.
Performance evaluation
Correct Answer: purposes: making HR decisions, identifying training and
development needs, validating selection and development programs, providing
feedback to employees PE & motivation: to use PE to motivate employees they need
to be: clear, related to the job, accurately evaluated, properly rewarded -> expectancy
theory: effort, performance, rewards no-no's: " Objective" criteria (ex: grades) &
emphasis on highly visible behaviors (ex: staying late could be bc they were lazy)
Question 5.
methods of performance evaluation
Correct Answer: 360° evaluation's, graphic reading skills, behaviorally anchored
reading skills, group order ranking, individual ranking
, Question 6.
360° evaluations (methods of performance evaluation)
Correct Answer: People all around the employee evaluate them, the more people of
the less bias, can't let employee choose who gives feedback, Khan: some people
don't have enough training to give constructive feedback
Question 7.
Graphic rating scale (methods of performance evaluation)
Correct Answer: evaluation method in which the evaluator rates performance factors
on an incremental scale like one through five, it's difficult to gauge why you got the
number you did -> critical incidents: think of an example of when the employee did
well and could've done better
Question 8.
Behaviorally Anchored Rating Scale (BARS) (methods of performance evaluation)
Correct Answer: Rates employees based on items along a continuum but the points
are examples of actual behavior on the job, con: it's difficult to create the words and
space between the rungs aren't even
Question 9.
forced comparisons (methods of performance evaluation)
Correct Answer: Group order ranking: evaluation method that places employees into
a particular classification such as quartiles, you are in the top 20% of your class
individual ranking: evaluation method that rank-orders employees from best to worst
Question 10.
Providing performance feedback
Correct Answer: -focus on specific behaviors (ex: specifics on how to be better with
clients) -keep feedback impersonal (ex: not i don't like u) -keep feedback
goal-oriented (so they can focus on improving) -make feedback well-timed (months
later= no-no) -ensure understanding (ensure proper decoding) -direct negative
feedback toward behavior that the recipient can control (not ur ugly)
