The value of retaining employees is determined by:
Answer(s): A
Human resource or human asset accounting attempts to measure the value, and the changes in value, of the organization's investment in human assets. Although this "asset" is enormously valuable sometimes estimated at two or three times the annual payroll), it is not shown in balance sheets or accounted for in earnings statements. One experimental measurement approach is a "present value" of human resources. Another is a "cost" approach, with financial investments training, customer goodwill, etc.) offset by reductions e.g., retirement).
Which of the following methods of employee evaluation is best used when employees are heavily involved in teamwork?
The 360-degree performance appraisal is a model for employee assessment in the age of teamwork. It is based on giving workers feedback from peers, customers, supervisors, and those who work for the employee. Feedback is typically provided anonymously and is usually subjective.
If a supervisor fails to give an employee a negative evaluation because of fear of damaging a good working relationship, this is known as the:
A leniency error is a manager's failure to give a negative evaluation because of fear of damaging a good working relationship with an employee.
An evaluator is rating 100 employees on a bell curve. She is instructed to label five employees "extraordinary" and five employees "unsatisfactory." The evaluator also is instructed to label 10 employees "above average" and 10 employees "below average." All of the other employees will be in the "average" category.Which of the following is the major drawback of using this method?
Answer(s): D
The forced normal distribution method forces evaluators to label employees with ratings that fall along the normal distribution of a bell-shaped curve. The major drawback of this method is that the employees will be labeled with an evaluation regardless of their abilities. No matter what, some people will be evaluated at the bottom of the normal distribution and some people will be evaluated at the top of the II normal distribution.
An organization has a compensation system for its managers based on a management-objectives MBO) approach. The essential premise of MBO is that:
Answer(s): C
MBO involves mutual setting of objectives by the superior and the subordinate as a basis for performance evaluation. Based on the Theory if philosophy that employees want to work hard if they know what is expected, MBO requires 1) senior management participation and commitment to the program, 2) integration of the objectives for all subunits into a compatible system directed toward accomplishment of organizational objectives, 3) provision for regular reporting of performance, and 4) free and honest communication between superior and subordinates. Subordinates must make careful assessments of their abilities and their interests, and managers must "coach" subordinates rather than dictate their proper objectives.Both sides must maintain flexibility to accommodate unforeseen changes, and the review and analysis of results before setting the next round of objectives is a vital part of the process.
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