HRM432 Recruiting, Selection, Promotion, and Retention FINAL EXAM.pdf

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Course HRM432 Recruiting, Selection, Promotion, and Retention Test Week Four Final Status Completed Question 1 6 out of 6 points Match the following training terms and definitions. Question Correct Match Selected Match Reaction A. measures whether employees liked the training, trainers and facilities, and is usually conducted through questionnaire. A. measures whether employees liked the training, trainers and facilities, and is usually conducted through questionnaire. Learning B. measures employee knowledge after training against knowledge previous to training. B. measures employee knowledge after training against knowledge previous to training. Behavior C. measure of what employees do on the job after training. C. measure of what employees do on the job after training. Results D. measures overall outcomes of training on productivity, efficiency, quality, customer service, etc. D. measures overall outcomes of training on productivity, efficiency, quality, customer service, etc. Question 2 10 out of 10 points List and describe five employee evaluation perceptual errors.
dimensions. This is when a manager likes or dislikes an employee and allows their personal feelings about this employee to influence their performance ratings. Recency Error Recency error is the rater’s tendency to allow more recent incidents (either effective or ineffective) of employee behavior to carry too much weight in the evaluation of performance over an entire rating period. This can be extreme on both ends of the spectrum. Either an employee just finishing a major project successfully or an employee may have had a negative incident right before the performance appraisal process, and it is at the forefront of the manager’s thoughts about that employee. It is for this reason that keeping accurate records of performance throughout the year to refer back to during performance appraisal time is so important. Central Tendency Error Central tendency error is the raters’ tendency to avoid making “extreme” judgments of employee performance resulting in the rating of all employees in the middle part of a scale.

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