HRM 500 FINAL EXAM PART 1 1. Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employeesâ€™ knowledge and skills. A. systematic B. tactical C. strategic D. administrative E. developmental 2. Identify the evaluation approach to performance measurement that meets the following criteria: very high fit with strategy, usually high validity, high reliability, high acceptability, and high specificity regarding results but low specificity regarding behaviors necessary to achieve them. A. Comparative B. Attribute C. Behavioral D. Results E. Developmental 3. Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale? A. Contrast error B. Distributional error C. Halo error D. Error based on similarity E. Horns error 4. With regard to a performance measure, _____describes the consistency of the results that the performance measure will deliver. A. validity B. acceptability C. reliability D. transparency E. specificity 5. The _____ method of performance measurement compares each employee with each other employee to establish rankings. A. paired-comparison B. graphic rating scale C. forced-distribution D. mixed standard E. BARS 6. With regard to a performance measure, _____ refers to consistency of results over time. A. validity B. interrater reliability C. acceptability D. test-retest reliability E. specificity 7. _____ help(s) employees select development activities that prepare them to meet their career goals. A. Career path B. Training C. Policy analysis D. Job sharing E. Career management 8. According to the Myers-Briggs Type Indicator, individuals with a Perceiving (P) preference: A. are conclusive and focused on goals. B. are comfortable with changing a decision. C. like deadlines. D. focus more on possibilities and relationships among facts. E. do not like surprises. 9. An employeeâ€™s tolerance for uncertainty and the ability to get along with others are assessed in _____. A. leaderless group discussions B. in-basket exercises C. personality tests D. role-plays E. interviews 10. According to the Myers-Briggs Type Indicator, individuals with a Sensing (S) preference: A. enjoy surprises. B. tend to rush into decision making. C. tend to focus less on possibilities and relationships among facts. D. focus on interpersonal relationships. E. tend to gather the facts and details to prepare for a decision. 11. The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organizationâ€™s plans is called: A. self-assessment. B. feedback. C. goal setting. D. action planning. E. data gathering. 12. The primary use of assessment centers is to identify: A. whether employees have the personality characteristics and skills needed for managerial positions. B. the strengths and weaknesses of the organization. C. the decision processes and communication styles that inhibit production. D. the opportunities and threats of an organization. E. the factors that inhibit group performance. 13. Open-door policy, and mediation are generally steps within: A. the strategy decision-making process. B. the alternative dispute resolution system. C. the collective bargaining system. D. the fair representation policy. E. the performance appraisal program. 14. When employees initiate a turnover, when the organization would prefer to keep them, it is called _____ turnover. A. dysfunctional B. involuntary C. retentive D. external E. voluntary 15. This process seeks to prevent misbehavior and to correct, rather than merely punish misbehavior. Identify the process. A. Hot-stove rule B. Fair representation C. Progressive discipline D. Benchmarking E. Peer review panel 16. In the role analysis technique, role occupant refers to: A. the person who is hiring the employee for a particular role in the organization. B. the employee who fills a role in the organization. C. the people who will directly interact with the employee filling a new role in the organization. D. the people who have written guidelines for a new role in the organization. E. the employees who are assigned the task to write expectations from a new role in the organization. 17. A(n) _____ refers to the meeting of a departing employee with the employeeÂ’s supervisor and/or a human resource specialist to discuss the employeeÂ’s reasons for leaving. A. exit interview B. affirmative action C. carve-out D. observation interview E. summary dismissal 18. ____ is a process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute. A. Outplacement counseling B. Mediation C. Carve-out D. Arbitration E. Peer review 19. A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n): A. job evaluation line. B. pay policy line. C. equity line. D. aggregate income line. E. comprehensive appraisal line. 20. A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets. A. bonus B. pay differential C. green-circle rate D. rank-and-file adjustment E. red-circle rate 21. The compa-ratio: A. measures the degree to which actual pay is consistent with the pay policy. B. is defined as average pay for the grade divided by the minimum pay for the grade. C. can range from 0 to 100 percent. D. uses data from market-pay surveys. E. measures the degree to which new skills learnt are consistent with the increases in pay. 22. The Fair Labor Standards Act (FLSA) includes provisions for: A. personal finance. B. minimum wage. C. wage discrimination. D. environmental hazards. E. retirement plans. 23. Identify the legal requirement(s) for developing a pay structure. A. Product markets B. High-quality workforce C. Equity and fairness D. Overtime pay E. Pay differentials 24. The federal government tracks trends in the nationâ€™s cost of living with a measure known as the: A. Consumer Price Index. B. Living-Wage Index. C. Gross National Product Index. D. Exchange Rate Index. E. Employment Cost Index. 25. A company provides wages to its employees based on the amount workers produce. The more employees produce, the more they earn. This type of plan is called: A. piecework rate plan. B. merit pay plan. C. Scanlon plan. D. profit sharing plan. E. standard hour plan. 26. Retention bonuses refer to: A. the special reward programs used to satisfy the lower and middle level managers. B. the bonuses provided to union members to withhold a strike decision. C. the bonuses provided to employees who take long leaves without pay. D. annual incentives paid to daily wage workers to remain in the organization. E. one-time incentives paid in exchange for remaining with the company. 27. Employee participation in pay-related decisions can be part of a general move toward: A. employee empowerment. B. centralized decision making. C. self ownership. D. power system approach. E. federalism. 28. When an employeeâ€™s pay is calculated as a percentage of sales, it is referred to as: A. commission. B. gain sharing. C. merit plan. D. variable wage plan. E. profit sharing. 29. Which of the following is a method where a combination of performance measures directed toward the companyâ€™s long- and short-term goals are used as the basis for awarding incentive pay? A. Merit pay B. Profit sharing C. Gainsharing D. Balanced scorecard E. Scanlon plan 30. An advantage of merit pay is that: A. it makes the reward more valuable by relating it to economic conditions. B. it promotes group performance instead of promoting individual behavior. C. it provides merit increases to employees only on the basis of performance. D. it would never become costly for the employers. E. it results in a bigger short-term reward for the best performers. NOTE: PLEASE ANY QUESTION NOT AMONG THE LISTED ONE MAIL THEM TO ME I WILL SUPPLY THE ANSWER FOR FREE WHEN I AM ONLINE WHEN TAKING THE QUIZ.