11. In customer - relationship management, when variation in desired and actual performance occur the formal means for personality and correcting the difference in the performance is called a Performance appraisal. b. Gap analysis. Performance keys. Performance indicators.
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- 16 - What is the first thing to do before moving on to performance evaluation in performance management? a) Determination of evaluation criteria B) Determining the target to be reached by the employee NS) Identifying evaluators D) Evaluation of the performance of colleagues TO) Interviewing with the employeeAs an HR representative, you have been assigned to a team responsible for working with managers to develop a performance appraisal system for a new international factory branch. You are specifically responsible for conducting managerial training on the goals and administration of performance appraisals. Of the following, which is NOT a detail that managers need to be aware of when conducting performance appraisals? A)Managers may need to fire workers if appraisals show a lack of improvement. B}The appraisals can help identify training topics for factory workers. C) Performance appraisals can be used to determine future company goals. D)The goals should be mutually agreed-upon by managers and affiliate workers. E)Managers should pinpoint areas in which factory staff need to improve.16 - Which of the following statements is not among the most common measures of employee performance? a) Quality of the output B) keep working NS) Currentity of the output D) Amount of output TO) retirement status
- Which of the following would be an advantage of using a qualitative approach to managerial decison-making? a. The linear program indetified the optimal solution for profit relating to the sales forecast b. The breakeven analysis indicated that purchasing a machine would increae profitability c. The sales staff is often aware of sutomer's future plans d. Sales people are least likely to be influenced by recent events e. Sales people are least likelyto be biased by sales6. Which of the following is true of HR forecasting methods? a Organizations should try to use both statistical and judgmental methods in forecasting labor and supply. b In statistical methods, a "leading indicator" is an objective measure that accurately predicts future labor supply. c Statistical methods are poor at capturing historic trends in labor demands. d The predictions made via statistical methods are always more precise than those made via judgmental methods..4-In customer relationship managementwhen variation in desired and actual performance occur the formal means for identifying a correcting the difference in the performance is called ? a Performance indicators . b. Gap analysis C.Performance appraisal D.Performance keys
- Q. Mr X will be the chief executive of company xyz. He/Is intense to design a leading program in the company. What will be the arousing forces for Mr X who offered the employees of x,y company to achieve the company's objectives.2nd - Which of the following statements about job evaluation methods is false? a) The ranking method is subjective as there are no specific or consistent standards for making a fair valuation. B) On the basis of the classification method, different levels of duties, responsibilities and abilities are required in the performance of a job, so that degree differences arise between jobs. NS) The ranking method can be considered as an easy method for job evaluation. D) The advantage of the pairwise comparison method can be expressed as that it is easier to compare one job with another instead of making multiple comparisons. TO) In the sequencing method, jobs are divided into job classes with different degrees and scopes, according to their common qualities and characteristics.Choose the letter of the most appropriate answer. 1. Which of the following evaluation methods requires a manager to rank their employees in groups defined by human resources? A. Forced distribution B. Critical incident C. Checklist D. Essay evaluation 2. Evaluation of an employee’s work to get compensation and promotion. A. Performance Appraisal B. Proficiencies C. Talent Management D. Leadership Development 3. Lists of tasks, responsibilities, and qualifications of a job. A. Incentives B. To recruit C. Job description D. Headcount 4. A ______ is a method by which the job performance of an employee is documented and evaluated. These are a part of career development and consist of regular reviews of employee performance within organizations. A.Perfect Review B. Performance Appraisal C. Employees Report D. Employee Verification 5. A ______ is assigning employees to another job with similar level of responsibility and in most cases, without a change in pay. A. Layoff B.…
- 35 - Which of the following statements about job evaluation methods is false? a) The ranking method can be considered as an easy method for job evaluation. B) The ranking method is subjective as there are no specific or consistent standards for making a fair valuation. NS) On the basis of the classification method, different levels of duties, responsibilities and abilities are required in the performance of a job, so that degree differences arise between jobs. D) The advantage of the pairwise comparison method can be expressed as that it is easier to compare one job with another instead of making multiple comparisons. TO) In the sequencing method, jobs are divided into job classes with different degrees and scopes, according to their common qualities and characteristics.Q1 Statement I: The present value of future earnings is an improvement over net benefit model.Statement II: According to net benefit model the benefit, that employee gives to the organization is measured and then the cost or expenses incurred is determined and the difference between them is considered as value of human resources. a. Statement II is False b. None of these statements are correct c. Statement I is True d. Statement I is false but statement II is trueDont give wrong answer - else i will report you... Hautelook noted that the employee performance ratings are used as a basis to determine employee pay raises. Hautelook can use a merit pay grid to determine the amount for individual employee pay increases by looking at the employee’s performance rating and the ________. a hourly pay rate for the employee b position of the employee’s present pay range within the employee’s base-pay rate c percentage of the base pay the merit increase should represent d annual pay rate for the employee e position of the employee’s present base-pay rate within the pay range.