Course introduction[lesson 1.

1]
1.False
2.Inputs- output- through puts
3.Avoiding conflict to spare feeling
4.True
5.True
Work planning part one[lesson 1.2]
I. Competitors
II. Labour market
III. Brand recognition
IV. Operational excellence
V. Strategy
Work planning part two[ lesson 1.3]
a)New idea
b) True
c)All of the above
d) How many workers? what job did
they work
e)Work skill gap
Foundation for
hiring[lesson1.4]
 1.Relationship management- leadership and
navigation-ethical –pratice-communication
2.Traing
3.False
4.Required factual information

Motivation-efficiency- mental capacity

Defining Performance
TOTAL POINTS 5

1.Question 1
According to the lesson, when looking at performance, we often use results _____________.

1 / 1 point

to infer behaviour.

when behaviours are not easily observed.

to infer behaviour and/or when behaviours are not easily observed.

Correct
Yes! See Video 2.1.1

2.Question 2
When defining performance we focus on:

1 / 1 point

Behaviours.

Results.

Correct
Yes! Behaviours are what we can control and leads to results or outcomes. See video 2.1.1
3.Question 3
A bank teller knowing all of the products a bank offers is an example of ________?

1 / 1 point

Procedural Knowledge.

Declarative Knowledge.

Employee Motivation.

Correct
Yes! This is correct because it is based on specific knowledge of products. (See Video 2.1.2)

4.Question 4
You have an employee you know has done a good job in the past and has received good
reviews. The job has not changed but lately their performance has not been good as before.
Using the concept from class of "diagnose before you prescribe," which of the following would
you focus on?

1 / 1 point

Motivation - Coaching - I would have a discussion with the employee on why their performance
has fallen off.

Procedural Knowledge - I would have the employee review procedures.

Declarative Knowledge - I would send the employee to training.

Correct
Yes! Since the employee has done the job well in the past, it is most likely a motivational
issue. The key is to pinpoint the issue that is causing the problem.(See Video 2.1.2)

5.Question 5
Which of the following was NOT listed as best HR practices in this lesson?

0 / 1 point

Work/Life Balance.
Corporate Branding.

Rewarding Employees.

Inclusive Environment.

Incorrect

5.
6. Measuring Performance and Developing Objectives
7. TOTAL POINTS 5

8. 1.Question 1
9. Managers who are measuring an employee's punctuality, how well the employee works
with others and the employee's communication skills are demonstrating which
performance approach?

10. 1 / 1 point

11.

12. Traits

13.

14. Behavior
15.

16. Results

17. Correct

18. Yes! Punctuality is a behavior.

19. 2.Question 2
20. Information about the job, broad areas of responsibilities and day to day duties best
describes which of the following?

21. 1 / 1 point

22.

23. Accountabilities

24.

25. Objectives

26.
27. Job Description

28.

29. Goals

30. Correct

31. Yes! These are job accountabilities usually included in a Job Description. See Video
2.2.3

32. 3.Question 3
33. Which of the following is an example of a effective performance objective?

34. 1 / 1 point

35.

36. Increase Sales

37.

38. Increase sales by 10%

39.

40. Increase sales by 10% by end of quarter

41.

42. Increase overall sales by 10% over last year by the end of this calendar year.

43. Correct

44. Yes! It is a clear objective with that is specific and time bound. Clear accountability for
the employee. See video 2.2.3.

45. 4.Question 4
46. One of the characteristics of performance objectives is that they should be limited to 3 to
5 maximum. Why is this an important?

47. 1 / 1 point

48.

49. It is too hard to come up with more than three objectives..

50.

51. More objectives would make it difficult to convey a strong sense of priority for the
desired objectives.

52.

53. None of the above

54.

55. Employees don't like a lot of objectives because they have to work harder.

56. Correct

57. Yes! Studies (and experience) shows that a limited number of objective helps
employees understand the key priorities. See video 2.2.3.

58. 5.Question 5
59. Which statement best describes the difference between a performance standards and
performance objectives?

60. 1 / 1 point

61.
62. Performance standards effect all employees in a single position while objectives are
unique to the individual.

63.

64. There is no difference.

65.

66. Performance standards are unique to the individual, objectives effect all employees in a
single position.

67. Correct

68. Yes! For example, you would have performance standards for all receptionists, but each
one would have specific objective for themselves. See video 2.2.4.

69. Measuring Results and Behavior

70. TOTAL POINTS 5

71. 1.Question 1
72. In this type of comparative system, employees are rated according on a normal curve
with only percentage of performers at the top, middle and bottom.

73. 1 / 1 point

74.

75. Simple rank order.

76.

77. Forced distribution.

78.

79. Paired comparison.

80. Correct

81. Yes! This method forces managers to rank in a normal distribution pattern. The bottom
10% would fail regardless of actual performance.

82. 2.Question 2
83. Gathering examples of performance in which employees performed very effectively or
not effectively is known as:

84. 1 / 1 point

85.

86. Essay.

87.

88. Critical Incidents method.

89.

90. Simple Ranking.

91. Correct

92. Yes! This is correct. This method collects data of effective and ineffective performance
as examples to discuss with employee. See video 2.3.1.

93. 3.Question 3
94. If you were to select (in order) the best performer, then the worst, the second best and
then the second worst until you met in the middle you would be using which of the
following methods?

95. 0 / 1 point

96.

97. Alternating rank ordering.

98.

99. Simple rank order.

100.

101. Forced distribution.

102.

103. MBO's.

104. Incorrect

105. Simple rank order goes in a linear path from top performers to lower performers.
It is often used in education and in sales with easily qualified performance.

106. 4.Question 4
107. As manager I want to make sure my employees are focused on their goals and
aligned with corporate strategy. Which method would best meet my needs.

108. 1 / 1 point

109.

110. Essay.
111.

112. Forced distribution.

113.

114. MBO's.

115.

116. None of the above.

117. Correct

118. Yes! This is the method that is focused on setting performance objectives for an
employee and measure their success or degree of success. Goals can also be weighted
to reinforce priorities. See video 2.3.1.

119. 5.Question 5
120. Which of the methods has become a somewhat controversial method?

121. 1 / 1 point

122.

123. Essay.
124.

125. Forced Distribution.

126.

127. MBO's.

128.

129. Simple rating.

130. Correct

131. Yes! This was made popular by Jack Welch at GE. It was his goal at that time to
terminate the bottom 10% of employees. His assumption was that they could be
replaced by much more productive workers.