Exam (elaborations)
MHA 702 EXAM 2 QUESTIONS AND ANSWERS
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MHA 702 EXAM 2 QUESTIONS AND ANSWERS
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Name: Score:76 Multiple choice questions
Definition 1 of 76
"what have you done for me lately?" Must base evaluation on the entire performance period
Halo Effect
Recall
Recency
Primacy
Definition 2 of 76
•involves a periodic examination of on-the-job performance to ascertain how well employees
are performing relative to what is expected of them
•Based on two documents: a position ( job) description and a performance appraisal form
•Creates a permanent record that is retained in an employee's personnel file
Performance Appraisal
Production-centered manager
Personnel records
position analysis
Definition 3 of 76
Step 4
-using every vehicle possible to communicate the new vision and strategies
-teaching new behaviors by the example of the guiding coalition
communicating the vision (Kotter)
Establishing a sense of urgency (Kotter)
Build on the change (Kotter)
Employee Assistance Program (EAP)
,Definition 4 of 76
•Minimum specific skills, effort, and responsibilities required
•Statements should be definite, direct, and to the point
•Education requirements must be supported by the analysis of actual duties
•Skills must be supported
Checklist Approach
position analysis
Employee Relations
Job specifications
Definition 5 of 76
•HR staff spend considerable amount of time interacting with representatives of government
agencies
•Equal Employment Opportunity Commission (EEOC) and State Division of Human Rights
(DHR)
•Both address allegations of employment discrimination
•HR gathers the requested information and formally responds to a complaint
Management style and approach
External Agency Investigations
Effective job-related training
Build on the change (Kotter)
Definition 6 of 76
any positive or negative event that occurs outside of the ordinary is written up and retained for
the next formal performance discussion
-happen in "real time"
per critical event
nonexempt positions
horns effect
standard
,Definition 7 of 76
Step 3
creating a vision to help direct the change effort; developing strategies for achieving that
vision
Creating a vision (Kotter)
Build on the change (kotter)
Alternative perspective of HR
Employee assistance program (eap)
Definition 8 of 76
•Minimal to no role for departmental managers in benefits administration
•Managers should have knowledge of basic policies
•Such knowledge will save HR time and reduce employee frustration
Control
Compensation
Benefits
Job specifications
Definition 9 of 76
Step 5
-Getting rid of obstacles to change
-Changing systems or structures that seriously undermine the vision
-Encouraging risk taking and nontraditional ideas, activities, and actions
Job vs. individual
communicating the vision (Kotter)
Benefits required by law
Empowering others to act on the vision (Kotter)
, Definition 10 of 76
•Facilitates improvement in employee performance
•Provides formal/official feedback to employees concerning their job performance
•Collects information for decisions concerning compensation and other personnel transactions
such as promotions, transfers and discipline
•Primary purpose is to improve performance
•Secondary purpose is to maintain performance at an acceptable level (AND to document
underperformance)
Performance Appraisal
People-centered manager
Completion of description
Need for performance appraisal
Definition 11 of 76
some older "stars" keep getting high marks based on prior "superstar" status rather than recent
performance
past-performance bias
opportunity bias
contrast bias
similar-to-me bias
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