2024 – S1 – HRM1501 – ASSESSMENT 2 – Q&A
Assessment 2
Started on Wednesday, 6 March 2024,
State Finished
Completed on Wednesday, 6 March 2024,
Time taken
Marks 20.00/20.00
Grade 100.00 out of 100.00
Feedback Thank you for submitting your assessment. Feedback and marks will only b
after the due date of the assessment.
Question 1
The giving of a high-performance rating to an undeserving employee amount
to which one of the following?
1.
Halo effect
2.
Rated bias
3.
Leniency
4.
Central tendency
Feedback
Your answer is correct.
1
,2024 – S1 – HRM1501 – ASSESSMENT 2 – Q&A
The correct answer is Leniency. Refer to Lesson 08, section 11.
Leniency occurs when the rater gives a high-performance appraisal rating to
an undeserving employee. This is common among inexperienced or poor
supervisors who decide that the easiest way to appraise performance is
simply by giving everyone a high evaluation. The opposite of leniency is
strictness where supervisors are unduly critical of an employee’s work
performance and consistently award low ratings even though some employees
may have achieved an average or above average performance levels. The halo
effect refers to rating a person high on all items because of good performance
in one area. A negative halo or the so called ‘devils horn’ effect also exists
and it occurs when the supervisor allows one instance of negative behaviour
to cloud his objectivity in all ratings.
The correct answer is:
Leniency
Question 2
For K2 ICT Specialists to retain good employees, it is important to know what
other organisations pay for similar positions. Which one of the following
sources will provide this information?
1.
Jon grading
2.
Pay structures
3.
Pay surveys
4.
Job evaluation
2
, 2024 – S1 – HRM1501 – ASSESSMENT 2 – Q&A
Feedback
Your answer is correct.
The correct answer is pay survey. Refer to section 10.5 on page 78 of the study
guide.
A pay survey provides information about how other employers compensate similar
jobs and skills. It is also linked to external equity.
Job grading is a method of establishing a job hierarchy by comparing job content.
Jobs are categorised in terms of compensable factors obtained from the job analysis.
Job evaluation is a systematic process of determining the value of each job in
relation to other jobs in the organisation. The purpose of this process is to rank jobs
according to a hierarchy that reflects the relative importance of each job within the
organisation. Job evaluation links to internal equity.
Pay structures refer to the process of combining the information obtained from the
job evaluation with the information obtained from the pay surveys in order to
establish a pay structure.
The correct answer is:
Pay surveys
Question 3
Fit the correct level name to the description explaining the Kirkpatrick’s
taxonomy.
3
Assessment 2
Started on Wednesday, 6 March 2024,
State Finished
Completed on Wednesday, 6 March 2024,
Time taken
Marks 20.00/20.00
Grade 100.00 out of 100.00
Feedback Thank you for submitting your assessment. Feedback and marks will only b
after the due date of the assessment.
Question 1
The giving of a high-performance rating to an undeserving employee amount
to which one of the following?
1.
Halo effect
2.
Rated bias
3.
Leniency
4.
Central tendency
Feedback
Your answer is correct.
1
,2024 – S1 – HRM1501 – ASSESSMENT 2 – Q&A
The correct answer is Leniency. Refer to Lesson 08, section 11.
Leniency occurs when the rater gives a high-performance appraisal rating to
an undeserving employee. This is common among inexperienced or poor
supervisors who decide that the easiest way to appraise performance is
simply by giving everyone a high evaluation. The opposite of leniency is
strictness where supervisors are unduly critical of an employee’s work
performance and consistently award low ratings even though some employees
may have achieved an average or above average performance levels. The halo
effect refers to rating a person high on all items because of good performance
in one area. A negative halo or the so called ‘devils horn’ effect also exists
and it occurs when the supervisor allows one instance of negative behaviour
to cloud his objectivity in all ratings.
The correct answer is:
Leniency
Question 2
For K2 ICT Specialists to retain good employees, it is important to know what
other organisations pay for similar positions. Which one of the following
sources will provide this information?
1.
Jon grading
2.
Pay structures
3.
Pay surveys
4.
Job evaluation
2
, 2024 – S1 – HRM1501 – ASSESSMENT 2 – Q&A
Feedback
Your answer is correct.
The correct answer is pay survey. Refer to section 10.5 on page 78 of the study
guide.
A pay survey provides information about how other employers compensate similar
jobs and skills. It is also linked to external equity.
Job grading is a method of establishing a job hierarchy by comparing job content.
Jobs are categorised in terms of compensable factors obtained from the job analysis.
Job evaluation is a systematic process of determining the value of each job in
relation to other jobs in the organisation. The purpose of this process is to rank jobs
according to a hierarchy that reflects the relative importance of each job within the
organisation. Job evaluation links to internal equity.
Pay structures refer to the process of combining the information obtained from the
job evaluation with the information obtained from the pay surveys in order to
establish a pay structure.
The correct answer is:
Pay surveys
Question 3
Fit the correct level name to the description explaining the Kirkpatrick’s
taxonomy.
3
