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Flashcards in FINAL TERM Deck (30)
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1

If employees consistently achieve their productivity objectives, it might be a signal that training is needed.

False

2

Training is oriented towards broadening employees' individual skills for future responsibility

False

3

By far the greatest proportion of training is spent on rank and file employees and their supervisors.

True

4

The systems approach to training involves (1) needs assesment, (2) program design, (3) implementation, and (4) evaluation

True

5

The goal of training is to contribute to the organization's overall goals.

True

6

Competency assessments have been adopted extesively in the health care industry.

True

7

The three different types of training needs assessemtn are organizational analysis, job knowledge analysis, and person analysis

False

8

Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting person analysis.

False

9

Organization analysis includes broad forces that impact that effectiveness of employees, such as mergers and acquistions, technolocial change, and reengineering.

True

10

Data such as direct and indirect labor cots, turnover, and unemployment rate provide clues to organizations about training needs

False

11

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance.

True

12

Person analysis involves determining what the content of the training program should be, based on a study of the tasks or duties involved in the job

False

13

Instructional objectives are a key component in the design of a training program

True

14

The performance-centered objective is not widely used because it lends itself to a biased evaluation of results.

False

15

Visual learners absorb information best through pictures, diagrams, and demonstrations

True

16

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

True

17

Criterion deficiency occurs when performance standards have not been property established an communicated to the employee.

False

18

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

False

19

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

True

20

According to Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection procedures.

True

21

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's appraisal system.

False

22

Employees should be given a written copy of their job standards in advance appraisals.

True

23

An appeals process is only necessary for administrative appraisals.

False

24

In most instances, one person can easily observe and evaluate an employee's performance

False

25

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

False

26

Self-appraisal works well when supervisors and subordinates jointly establish future performance goals or employee development plans

True

27

Self-appraisal should be used primarily for administrative purposes

False

28

Subordinate-appraisals are useful for ratings on dimensions such a leadership, coordination of team efforts, and interest in subordinates

True

29

Subordinate appraisals should be used primarily for development purposes

True

30

One disadvantage of peer appraisals is the belief that they contain more biases and furnish less valid information than appraisals by superiors.

False