HRM 701 EVALUATION TEST ANSWERS AND
QUESTIONS SET A+
✔✔The similar-to-me error occurs when appraisers inflate the evaluations of people
with whom they have something in common.
:T/F - ✔✔T
✔✔The similar-to-me error, like contrast, results in less-than-accurate performance
ratings, but would not be considered discriminatory.
:T/F - ✔✔F
✔✔Feedback training for raters should include communicating effectively, diagnosing
causes of performance problems, and setting goals.
:T/F - ✔✔T
✔✔Trait appraisal approaches continue to be the most popular systems despite their
inherent subjectivity.
:T/F - ✔✔T
✔✔Results-oriented approaches are the most widely used, despite their subjectivity.
:T/F - ✔✔F
✔✔A potential drawback of a trait-oriented performance appraisal is that it may be
biased and subjective.
:T/F - ✔✔T
, ✔✔One of the benefits of the forced-choice method is the relatively small cost of
establishing and maintaining its validity.
:T/F - ✔✔F
✔✔Graphic rating scales include sets of statements between which the rater must
choose, such as "works hard" vs. "works quickly."
:T/F - ✔✔F
✔✔A major drawback of the essay method is that composing an essay that attempts to
cover all of an employee's essential characteristics is very time-consuming.
:T/F - ✔✔T
✔✔Behavioural methods are often useful for providing employees with developmental
feedback.
:T/F - ✔✔T
✔✔One of the disadvantages of the critical incident method is that it tends to lead to
recency error.
:T/F - ✔✔F
✔✔The critical incident method facilitates employee feedback and development.
:T/F - ✔✔T
✔✔The main advantage of a BARS is that it requires minimal time and effort to develop.
:T/F - ✔✔F
✔✔Results appraisals give employees more responsibility for outcomes and discretion
over how to accomplish them.
:T/F - ✔✔T
✔✔One of the primary strengths of results appraisals is that they are not likely to suffer
from contamination by external factors that employees cannot influence.
:T/F - ✔✔F
QUESTIONS SET A+
✔✔The similar-to-me error occurs when appraisers inflate the evaluations of people
with whom they have something in common.
:T/F - ✔✔T
✔✔The similar-to-me error, like contrast, results in less-than-accurate performance
ratings, but would not be considered discriminatory.
:T/F - ✔✔F
✔✔Feedback training for raters should include communicating effectively, diagnosing
causes of performance problems, and setting goals.
:T/F - ✔✔T
✔✔Trait appraisal approaches continue to be the most popular systems despite their
inherent subjectivity.
:T/F - ✔✔T
✔✔Results-oriented approaches are the most widely used, despite their subjectivity.
:T/F - ✔✔F
✔✔A potential drawback of a trait-oriented performance appraisal is that it may be
biased and subjective.
:T/F - ✔✔T
, ✔✔One of the benefits of the forced-choice method is the relatively small cost of
establishing and maintaining its validity.
:T/F - ✔✔F
✔✔Graphic rating scales include sets of statements between which the rater must
choose, such as "works hard" vs. "works quickly."
:T/F - ✔✔F
✔✔A major drawback of the essay method is that composing an essay that attempts to
cover all of an employee's essential characteristics is very time-consuming.
:T/F - ✔✔T
✔✔Behavioural methods are often useful for providing employees with developmental
feedback.
:T/F - ✔✔T
✔✔One of the disadvantages of the critical incident method is that it tends to lead to
recency error.
:T/F - ✔✔F
✔✔The critical incident method facilitates employee feedback and development.
:T/F - ✔✔T
✔✔The main advantage of a BARS is that it requires minimal time and effort to develop.
:T/F - ✔✔F
✔✔Results appraisals give employees more responsibility for outcomes and discretion
over how to accomplish them.
:T/F - ✔✔T
✔✔One of the primary strengths of results appraisals is that they are not likely to suffer
from contamination by external factors that employees cannot influence.
:T/F - ✔✔F
