MGT501 MCQs Solved
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81. An example of a specific performance deficiency amenable to employee training is:
a. "John has a poor attitude toward his job."
b. "Mary seems anti-social toward her co-workers in the department."
c. "Expectations for sales staff are eight new contacts per week, but Jim averages only two."
d. "Despite repeated reprimands, Jennifer just isn't working hard enough at her job."
82. In developing employee training programs, HR professionals should first:
a. distinguish between "can't do" and won't do" in terms of employee performance.
b. inventory the organization's supply of training programs to determine which program to present.
c. match the appropriate employee groups with the appropriate training program.
d. examine the organization's compensation structure to determine the cause of the performance problem.
83. Performance task analysis would likely include all of the following EXCEPT:
a. quality of the performance.
b. conditions under which the task is performed.
c. when and how often the task is performed.
d. compensation paid for performing the task.
84. The first step in the delivery of on-the-job training is:
a. demonstrate the task for the learner.
b. prepare the learner for the training.
c. ask the learner to perform the task.
d. correct the employee as needed during the performance of the task.
85. A step-by-step self-learning method that consists of presenting the information, allowing a response, and providing feedback on the response is:
a. computer based (programmed) training.
b. on-the-job training.
c. apprenticeship training.
d. simulated training.
86. The main advantage of computer-based programmed training over other training methods is that:
a. programmed training allows trainees to learn much more about the tasks to be performed.
b. it is easier to measure performance improvement with programmed training.
c. programmed training reduces training time.
d. programmed training is the least expensive training method.
87. Training programs for employees preparing for international assignments would be most likely to include:
a. task analysis training.
b. cultural differences awareness.
c. manual dexterity enhancement.
d. cognitive skills training.
88. The Human Resource department's contributions to an organizational re-engineering process would likely include all of the following EXCEPT:
a. building employee commitment for the process.
b. redesigning the organization's mission and goals.
c. redesigning work processes.
d. redesigning compensation strategies.
89. The effectiveness of an employee-training program would best be determined by:
a. measuring employee performance before and after the training was provided.
b. comments from supervisors regarding the content of the training program.
c. the number of employees who attended the training program.
d. determining employee reaction to the training program.
90. The first step in an effective performance appraisal process is to:
a. define the job being appraised.
b. measure the employee's performance on job tasks.
c. give feedback to the employee about job performance.
d. observe the employee's on the job behaviors.
91. The simplest and most widely used technique for appraising performance is:
a. the paired comparison method.
b. the graphic trait rating scale.
c. management by objectives.
d. the forced distribution method.
92. The most effective way to evaluate performance management programs is to:
a. quantify performance expectations, deliver the program, and assess differences in performance before and after the program.
b. compare the costs of such programs and select the one that is most cost-effective.
c. survey supervisors by using a questionnaire, survey, or other quantitative analysis tool.
d. survey customers for their input on employee performance improvement.
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93. Organizations can promote employee involvement in the performance appraisal process by using which of the following strategies?
a. including peer performance appraisal and self-appraisal
b. holding organizational social events, such as annual picnics
c. basing compensation decisions on performance ratings
d. using job enrichment for all employees
94. A major implication of current career development approaches is that:
a. companies will need to increase spending on career development programs.
b. HR development activities serve not only the company's needs, but also the needs of individual employees.
c. companies should not provide career development programs because such programs increase turnover.
d. companies should redesign their compensation strategies to foster career development.
95. Realistic job preview strategies can enhance employee career development and help decrease turnover by:
a. informing prospective employees of the organization's compensation and benefits packages.
b. helping prospective employees decide whether the job is a good fit with their personal skills and goals.
c. explaining the organization's mission, vision, and strategic plans.
d. explaining the benefits of the organization's training programs.
96. HR professionals can most effectively identify employee training needs by conducting:
a. both task performance and performance analysis.
b. task analysis only.
c. performance analysis only.
d. neither task analysis nor performance analysis; HR professionals should rely primarily on supervisory recommendations.
97. HR management practices designed to change employee attitudes, values, and beliefs so that employees can improve the organization are collectively known as:
a. organizational development interventions.
b. employee training programs.
c. organizational reward systems.
d. management by objectives.
98. The performance appraisal method that places employees into predetermined percentages of performance categories is:
a. graphic rating scales.
b. alternation ranking.
c. forced distribution.
d. critical incident methods.
99. Which of the following performance appraisal methods is based on the supervisor's log of positive and negative employee behaviors?
a. alternation ranking
b. forced distribution
c. critical incidents
d. behaviorally anchored ranking scales
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100. An effective technique to improve deficiencies in employee performance is:
a. a performance action plan that shows the employee how to improve, when improvement is expected, and how results will be evaluated.
b. a demotion confrontation to reinforce the seriousness of the performance deficiency.
c. progressive discipline to punish the employee.
d. interpersonal sensitivity training.
