爸剥斗煙降食多大学 人力资源管理 8-23.A disadvantage of the results approach to performance measurement is that individuals may focus only on aspects of their performance that are measured. Ans:T Difficulty:E Page 295 L04 8-24.Supervisors are the most frequently used source of performance information. Ans:T Difficulty:E Page 300 L06 8-25.The best use of self-ratings is for administrative purposes. Ans:F Difficulty:E Page 302 L06 Multiple Choice Questions 8-26.The system that seeks to tie the performance appraisal process to the firm's strategies through specifying at the beginning of the evaluation period what types and levels of performance must be accomplished is called the a.performance appraisal and evaluation system. b.performance feedback system. c.performance management system. d.performance planning and evaluation system. 第6页共26页
人力资源管理 8-23. A disadvantage of the results approach to performance measurement is that individuals may focus only on aspects of their performance that are measured. Ans: T Difficulty: E Page 295 LO4 8-24. Supervisors are the most frequently used source of performance information. Ans: T Difficulty: E Page 300 LO6 8-25. The best use of self-ratings is for administrative purposes. Ans: F Difficulty: E Page 302 LO6 Multiple Choice Questions 8-26. The system that seeks to tie the performance appraisal process to the firm’s strategies through specifying at the beginning of the evaluation period what types and levels of performance must be accomplished is called the a. performance appraisal and evaluation system. b. performance feedback system. c. performance management system. d. performance planning and evaluation system. 第 6 页 共 26 页
链剥挂将发多大是 人力资源管理 Ans:d Difficulty:M Page 278 L01 8-27.Which of the following is not a purpose of performance management systems? a.The administrative purpose b.The developmental purpose c.The feedback purpose d.The strategic purpose Ans:c Difficulty:M Page 279 L02 8-28.A survey of HR practitioners found that most performance appraisal systems focused on a.administrative and strategic purposes. b.strategic and developmental purposes. c.administrative and feedback purposes d.developmental and administrative purposes. Ans:d Difficulty:M Page 279 L02 8-29.In performance appraisals,there is a tendency for supervisors to a.rate all employees low. b.rate half the employees low and half the employees high. c.rate all employees high. d.rate few employees high Ans:c Difficulty:E Page 279 L02 第7页共26页
人力资源管理 Ans: d Difficulty: M Page 278 LO1 8-27. Which of the following is not a purpose of performance management systems? a. The administrative purpose b. The developmental purpose c. The feedback purpose d. The strategic purpose Ans: c Difficulty: M Page 279 LO2 8-28. A survey of HR practitioners found that most performance appraisal systems focused on a. administrative and strategic purposes. b. strategic and developmental purposes. c. administrative and feedback purposes. d. developmental and administrative purposes. Ans: d Difficulty: M Page 279 LO2 8-29. In performance appraisals, there is a tendency for supervisors to a. rate all employees low. b. rate half the employees low and half the employees high. c. rate all employees high. d. rate few employees high. Ans: c Difficulty: E Page 279 LO2 第 7 页 共 26 页
裢贵华经将贸墨去号 人力资源管理 8-30.What performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance? a.Reliability b.Acceptability c.Specificity d.Validity Ans:d Difficulty:M Page 281 L03 8-31.A performance management system that evaluates irrelevant aspects of performance is a.unreliable. b.invalid. c.contaminated d.inconsistent. Ans:c Difficulty:M Page 281 L03 8-32.Which of the following is not a criterion that should be used to evaluate performance management systems? a.Acceptability b.Specificity c.Complexity d.Reliability Ans:c Difficulty:M Page281-282 L03 第8页共26页
人力资源管理 8-30. What performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance? a. Reliability b. Acceptability c. Specificity d. Validity Ans: d Difficulty: M Page 281 LO3 8-31. A performance management system that evaluates irrelevant aspects of performance is a. unreliable. b. invalid. c. contaminated. d. inconsistent. Ans: c Difficulty: M Page 281 LO3 8-32. Which of the following is not a criterion that should be used to evaluate performance management systems? a. Acceptability b. Specificity c. Complexity d. Reliability Ans: c Difficulty: M Page 281-282 LO3 第 8 页 共 26 页
渊好经舍氨多大景 人力资源管理 8-33.The extent to which the performance measure assesses all the relevant aspects of performance is called a.reliability. b.validity. c.specificity. d.acceptability. Ans:b Difficulty:E Page 281 L03 8-34.The consistency among the different individuals who evaluate the employee's performance is known as a.internal consistency reliability. b.interrater reliability c.intrarater reliability. d.test-retest reliability. Ans:b Difficulty:H Page 281 LO3 8-35.The extent to which all of the items rated are consistent with respect to content refers to a.internal consistency reliability. b.interrater reliability c.intrarater reliability. d.test-retest reliability. Ans:a Difficulty:H Page 281 L03 8-36.A measure that results in dramatically different ratings over time lacks 第9页共26页
人力资源管理 8-33. The extent to which the performance measure assesses all the relevant aspects of performance is called a. reliability. b. validity. c. specificity. d. acceptability. Ans: b Difficulty: E Page 281 LO3 8-34. The consistency among the different individuals who evaluate the employee’s performance is known as a. internal consistency reliability. b. interrater reliability. c. intrarater reliability. d. test-retest reliability. Ans: b Difficulty: H Page 281 LO3 8-35. The extent to which all of the items rated are consistent with respect to content refers to a. internal consistency reliability. b. interrater reliability. c. intrarater reliability. d. test-retest reliability. Ans: a Difficulty: H Page 281 LO3 8-36. A measure that results in dramatically different ratings over time lacks 第 9 页 共 26 页