Question 1. Which of the following is a comprehensive list of the functions in performance

1. Which of the following is a comprehensive list of the functions in performance
assessment?
a) Identifying, measuring, and managing human performance in organizations.
b) Identifying, determining, and implementing human performance in
organizations.
c) Performing an employee assessment based either on relative or absolute
judgments.
d) Performing an employee assessment based upon both relative and absolute
judgments.
e) None of the above
2. A manager is in the process of deciding how effective or ineffective an employee’s
behavior has been. This manager is in the _____ stage of the performance appraisal
model.
a) identification
b) measurement
c) management
d) design
e) performance improvement
3. Emma is thinking through the future evaluation of her employees. Right now she is
determining what specific areas of each employee’s work she should evaluate.
Emma is in the process of:
a) measuring performance to make a judgment about how good or bad that
performance is.
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Part IV Employee Development
b) identifying areas of job performance that should be evaluated.
c) managing the work process.
d) assessing.
e) evaluating performance.
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4. The most common use of performance appraisals is:
a) for compliance with EEO regulations.
b) to justify employee terminations.
c) to improve organizational performance.
d) to make administrative decisions.
e) to manage employee performance.
5. Khalil is assigning numbers to reflect an employee’s performance in relation to
particular dimensions of the employee’s job. Khalil is in the ______ stage of the
appraisal process.
a) identification
b) measurement
c) performance management
d) performance improvement
e) design
6. When it comes to the performance appraisal process:
a) it is most commonly conducted twice a year.
b) over 60% of employees surveyed feel they are treated fairly.
c) most HR professionals find the process unsuccessful.
d) most companies use a team-based process, combining trait and outcome
measurements.
e) it has become less important in recent years due to the increased use of
teams.
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7. Billy will be appraising employees at H.R.T., Inc. He is
compiling a list of aspects by which he will measure the employees. Billy is
compiling:
a) dimensions of job performance.
b) measurement standards.
c) relative judgments.
d) absolute judgments.
e) none of the above
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8. Job performance dimensions are:
a) behavioral standards that employees should display.
b) aspects of performance that determine effective job performance.
c) a way to eliminate rater bias in the performance appraisal.
d) the relative judgments that a rater makes about an employee’s job
performance.
e) job appraisals conducted in businesses that are greatly influenced by
organizational politics.
9. One of your managers returns from a management seminar all excited about
using a relative judgment system for performance appraisals. He asks you for your
opinion about the value of such systems. You tell him that:
a) it forces supervisors to differentiate between employees.
b) it helps managers to make judgments based on performance criteria.
c) it permits a qualitative evaluation of employee performance.
d) it will help managers to measure things like decisiveness, reliability, etc., all
keys to success.
e) such a system will allow managers to assess the results or outcomes of
performance.
10. A pitfall of using relative judgments for performance appraisal is that:
a) they cannot clearly show how great or small the performance differences

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