Reference no: EM132188946
1. Which of the following is true of knowledge management?
It tends to avoid using culture as a tool for sharing knowledge.
It never consists of or utilizes communities of practice.
It relies on informal settings for knowledge transfer.
It contributes to informal learning.
It primarily focuses on enhancing a company's reputation.
2. Rick is the vice president of the human resources team. He designs a new performance management process. He completes the first step and moves on to the next step of developing employee goals and actions to achieve the outcomes. Which of the following is he likely to do next to create an effective performance management process?
He will provide support and ongoing performance discussions.
He will define performance outcomes for divisions and departments.
He will evaluate performance.
He will provide consequences for performance results.
He will identify improvements needed.
3. Zoe would like to terminate an employee. She claims that the employee is always on her cell phone and not focusing on her work. You recommend she use a ________ to track the frequency of the behavior, so she can share that information with the employee.
organizational behavior modification method
graphic rating scale
simple ranking method
behavioral observation scale
forced distribution scale
4. Jian is a manager at Zobos Corp. He needs to perform an evaluation of his subordinates. He does this by pairing each of his subordinates with every other subordinate in the same group, then selects the higher performer between the two. At the end of the process, he calculates the number of times a subordinate has been the higher performer in a match-up. Which type of performance management system does Jian employ to perform the evaluation?
Forced distribution
Probability distribution
Paired comparison
Scanlon plans
Simple ranking
5. La’Keisha wants to understand data that HR has given her. She plots the points and evaluates the variance between the outcomes and the expected value. She most likely creates a
control chart.
process-flow analysis.
cause-and-effect diagram.
Pareto chart.
histogram.
6. Every year managers are given targets for categorizing their employees’ performance at the end of the year. The managers are allowed 5 percent at the top, 80 percent in the middle and then 15 percent at the bottom. This company is using
the high/low ranking system.
alternation ranking.
paired comparison.
forced distribution.
simple ranking.
7. When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information.
employees themselves
peers
customers
managers
subordinates
8. Which of the following is true about the results approach to performance management?
The results approach is usually highly unacceptable to both managers and employees.
The results approach relies primarily on a combination of the attribute and results approaches to performance measurement.
The results approach virtually eliminates problems of leniency, central tendency, and strictness.
The techniques of the results approach usually have very little congruence with the company's strategy
The results approach minimizes subjectivity, relying on objective, quantifiable indicators of performance.