Human Resource Management V2.0 by Laura Portolese – Test Bank

Chapter 11

Employee Assessment

True/False Questions

Section One  

1. Using a variety of sources to evaluate the performance of the employee can garner the best results.

True; Easy

1. Reliability refers to how well the members of the organization—manager and employees—accept the performance evaluation tool as a valid measure of performance.

False; Easy

1. Validity refers to the extent to which the tool measures the relevant aspects of performance.

True; Easy

1. Specificity refers to how consistently the same measuring tool works throughout the organization.

False; Easy

1. Technology is more trouble than it is worth when tracking employee assessment.

False; Easy

1. The Civil Service Reform Act of 1978 set new standards for performance evaluation.

True; Easy

Section Two

1. A standard method of appraisal is the best for use across different industries and jobs.

False; Easy

1. One of the methods of evaluating performance is the trait method, where managers look at an employee’s specific traits in relation to the job, such as friendliness to the customer.

True; Easy

1. One of the ways of evaluating performance is the results method, which compares one employee with other employees.

False; Easy

1. The criteria are the aspects of performance that the employee is actually being evaluated on.

True; Easy

1. Many organizations use a graphic rating scale in conjunction with other appraisal methods to further solidify the tool’s validity.

True; Easy

1. A discrete scale is one that shows a number of different points.

True; Easy

1. The essay appraisal method is neither a trait nor a behavioral method of performance appraisals.

False; Easy

1. A checklist, as a method of performance evaluation, is free of subjectivity.

False; Easy

1. To make the ranking method more valuable and legal, each supervisor should use the same criteria to rank each individual.

True; Easy