HRM 200 chapt 10 Exam Questions and Answers With Verified Solutions 2025
Which of the following is true about performance management?
A) Research indicates that most companies manage performance well.
B) Better performance management represents a largely untapped opportunity to improve company
profitability.
C) It is indirectly related to achieving strategic objectives.
D) The process contains 3 steps.
E) The process does not involve coaching. - ✔✔B) Better performance management represents a largely
untapped opportunity to improve company
profitability.
The critical step in employees' understanding of how their work makes a contribution is:
A) the promotion decision.
B) defining performance expectations.
C) the appraisal session.
D) the pay decision.
E) the career planning session. - ✔✔B) defining performance expectations.
To clarify performance expectations, ________ should be developed.
A) measurable standards
B) a business plan
C) an HR strategy
D) strategic objectives
E) a list of traits - ✔✔A) measurable standards
The following are reasons for the failure of a performance appraisal EXCEPT:
A) a lenient supervisor.
B) arguing and poor communications which arise as problems during feedback sessions.
,C) having poor measures of performance.
D) clearly defining performance standards.
E) not telling employees ahead of time exactly what is expected of them - ✔✔D) clearly defining
performance standards.
The job description often is not sufficient to clarify what employees are to do. This lack of clarity is
because:
A) it is written only for benchmark jobs.
B) it is the same for groups of employees.
C) it is written for specific employees.
D) it is written for specific departments.
E) managers may ask individual employees to take on additional tasks. - ✔✔E) managers may ask
individual employees to take on additional tasks.
The simplest and most popular technique for appraising employees is the:
A) alternation ranking method.
B) paired comparison method.
C) forced distribution method.
D) critical incident method.
E) graphic rating scale. - ✔✔E) graphic rating scale.
A scale that lists a number of traits and a range of performance for each is called a(n):
A) behaviourally anchored rating scale.
B) paired comparison scale.
C) forced distribution method.
D) graphic rating scale.
E) alternation ranking method. - ✔✔D) graphic rating scale.
Renu has been hired as the first human resources professional at a growing landscape architecture firm,
, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as
"teamwork"
and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using the
following appraisal method:
A) graphic rating scale.
B) forced distribution method.
C) behaviourally anchored rating scale.
D) critical incident method.
E) paired comparison method. - ✔✔A) graphic rating scale.
A common method for appraising performance which involves evaluating employees by ranking them
from
best to worst on some trait is called the:
A) paired comparison method.
B) graphic rating scale.
C) forced distribution method.
D) alternation ranking method.
E) behaviourally anchored rating scale. - ✔✔D) alternation ranking method.
An example of the alternation ranking method would include the following steps EXCEPT:
A) listing the highest-ranking employee on the first line.
B) defining the compensable factors.
C) putting the lowest-ranking employee on the last line.
D) listing all the employees to be ranked.
E) cross off names not known well enough to rank. - ✔✔B) defining the compensable factors.
The method for appraising performance which ranks employees by making a chart of all possible pairs of
the
employees for each trait and indicating which employee is the better of the pair is known as the:
A) alternation ranking method.
Which of the following is true about performance management?
A) Research indicates that most companies manage performance well.
B) Better performance management represents a largely untapped opportunity to improve company
profitability.
C) It is indirectly related to achieving strategic objectives.
D) The process contains 3 steps.
E) The process does not involve coaching. - ✔✔B) Better performance management represents a largely
untapped opportunity to improve company
profitability.
The critical step in employees' understanding of how their work makes a contribution is:
A) the promotion decision.
B) defining performance expectations.
C) the appraisal session.
D) the pay decision.
E) the career planning session. - ✔✔B) defining performance expectations.
To clarify performance expectations, ________ should be developed.
A) measurable standards
B) a business plan
C) an HR strategy
D) strategic objectives
E) a list of traits - ✔✔A) measurable standards
The following are reasons for the failure of a performance appraisal EXCEPT:
A) a lenient supervisor.
B) arguing and poor communications which arise as problems during feedback sessions.
,C) having poor measures of performance.
D) clearly defining performance standards.
E) not telling employees ahead of time exactly what is expected of them - ✔✔D) clearly defining
performance standards.
The job description often is not sufficient to clarify what employees are to do. This lack of clarity is
because:
A) it is written only for benchmark jobs.
B) it is the same for groups of employees.
C) it is written for specific employees.
D) it is written for specific departments.
E) managers may ask individual employees to take on additional tasks. - ✔✔E) managers may ask
individual employees to take on additional tasks.
The simplest and most popular technique for appraising employees is the:
A) alternation ranking method.
B) paired comparison method.
C) forced distribution method.
D) critical incident method.
E) graphic rating scale. - ✔✔E) graphic rating scale.
A scale that lists a number of traits and a range of performance for each is called a(n):
A) behaviourally anchored rating scale.
B) paired comparison scale.
C) forced distribution method.
D) graphic rating scale.
E) alternation ranking method. - ✔✔D) graphic rating scale.
Renu has been hired as the first human resources professional at a growing landscape architecture firm,
, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as
"teamwork"
and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using the
following appraisal method:
A) graphic rating scale.
B) forced distribution method.
C) behaviourally anchored rating scale.
D) critical incident method.
E) paired comparison method. - ✔✔A) graphic rating scale.
A common method for appraising performance which involves evaluating employees by ranking them
from
best to worst on some trait is called the:
A) paired comparison method.
B) graphic rating scale.
C) forced distribution method.
D) alternation ranking method.
E) behaviourally anchored rating scale. - ✔✔D) alternation ranking method.
An example of the alternation ranking method would include the following steps EXCEPT:
A) listing the highest-ranking employee on the first line.
B) defining the compensable factors.
C) putting the lowest-ranking employee on the last line.
D) listing all the employees to be ranked.
E) cross off names not known well enough to rank. - ✔✔B) defining the compensable factors.
The method for appraising performance which ranks employees by making a chart of all possible pairs of
the
employees for each trait and indicating which employee is the better of the pair is known as the:
A) alternation ranking method.
