An employment has strong interpersonal traits but below average technical skills. If the employee's manager gives an overall performance rating of `excellent' based on the employee's personally.
Answer(s): A
The halo effect occurs when a manager gives an employee an overall performance rating based on one positive trait (e.g., interpersonal skills) while ignoring other areas (e.g., technical skills). This cognitive bias skews the evaluation toward one aspect of the employee's performance.Explanation of Other Options:B . A contrast error: Happens when an employee is compared to others rather than an objective standard.C . A strictness error: Refers to consistently rating employees lower than deserved.
DRAG DROP (Drag and Drop is not supported)Choose the correct incentive plan for each of the examples.
Short-term Incentive Pay for quarterly achievementsThese rewards are tied to short-term goals and frequent performance evaluations.Long-term Incentive Encourage sense of ownershipLong-term incentives like profit-sharing or equity grants create a connection to the organization's success over time.Short-term Incentive Pay for complexity of workThese are immediate rewards based on task difficulty.Long-term Incentive Provide stock options with a vesting scheduleVesting schedules reward employees for staying with the company long-term while aligning with corporate success.
Society for Human Resource Management (SHRM), "Incentive Compensation: Short-term vs Long- term" (2022).WorldatWork, "Equity Compensation and Long-term Incentives" (2021).Chartered Institute of Personnel and Development (CIPD), "Performance-based Compensation" (2023).SHRM, "Guide to Stock Option Plans" (2022).International Labour Organization (ILO), "Compensation Structures and Strategies" (2022).
The most common way to source passive job candidates is to use:
Professional associations are one of the most common ways to source passive job candidates, as they often house directories, forums, and networking opportunities for experienced professionals who are not actively seeking jobs but are open to discussions.Why Professional Associations (A) is Correct:Professional associations are one of the most effective ways to source passive candidates, as they are typically composed of individuals who are already employed and engaged in their respective industries or professions. These associations provide networking opportunities, industry events, and specialized job boards where recruiters can identify and connect with high-caliber talent who may not be actively looking for new roles.
According to SHRM's "Guide to Passive Candidate Recruitment" (2022), professional associations are cited as a leading source for engaging passive talent.Why Not Job Fair (B):Job fairs primarily target active job seekers, such as recent graduates or individuals actively looking for new opportunities. Passive candidates typically do not attend job fairs. CIPD, "Recruitment Strategies for Active vs Passive Talent" (2023).Why Not Internal Posting (C):Internal postings are aimed at existing employees within the organization, not passive candidates who are external to the company. While useful for internal mobility, they do not address external talent sourcing.Harvard Business Review, "Internal vs External Recruitment" (2021).Why Not Radio Advertisement (D):Radio advertisements are generally broad and target a mass audience, making them less effective for reaching the skilled and selective passive job candidate pool. SHRM, "Effectiveness of Recruitment Media Channels" (2022).Final Justification:Professional associations are a targeted and industry-specific method for sourcing passive candidates, making them the most effective option in this scenario.Society for Human Resource Management (SHRM), "Guide to Passive Candidate Recruitment" (2022).Chartered Institute of Personnel and Development (CIPD), "Recruitment Strategies for Active vs Passive Talent" (2023).Harvard Business Review, "Internal vs External Recruitment" (2021).SHRM, "Effectiveness of Recruitment Media Channels" (2022).WorldatWork, "Best Practices in Talent Sourcing" (2021).
they provide access to networks of industry professionals who may not be actively job-hunting but are engaged in their fields.This repeats Question No. 63, and the same reasoning applies.
SHRM - Performance Appraisal BiasesWorldatWork - Short-term vs. Long-term Incentive PlansHarvard Business Review - Sourcing Passive Talent Strategies
Which of the following is an example of a planned absence?
Answer(s): B
Definition of Planned Absence:Planned absences are pre-approved leaves of absence that are scheduled in advance and often legally protected or policy-based.Why Maternity or Paternity Leave is Correct:Maternity or paternity leave is a planned, legally protected leave granted to employees for childbirth or adoption. These leaves are communicated and approved ahead of time.Eliminating Incorrect Options:A . Compassionate time-off: Usually unplanned and occurs during emergencies.C . Discipline resulting in suspension: Is not considered an absence but rather a disciplinary measure.D . Time-off to recover from an accident: Generally unplanned and depends on medical emergencies.International HR
FMLA (U.S.): Covers planned absences like maternity/paternity leave.ILO Maternity Protection Convention: Promotes maternity leave as a planned absence.
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