企業(yè)人力資源管理人員(參考版)
2025-04-11 11:09本頁(yè)面
【正文】 answer: 4. By “ halo effect ” the author means ___________ . ( A ) the tendency to allow individual differences to affect the appraisal rates employees receive ( B ) the problem that occurs when a supervisor has a tendency to rate all subordinates either high or low ( C ) the tendency to rate all employees average ( D ) the influence of a rater’s general impression on ratings of specific rate qualities 1. In writing about the subject, the author of this passage apparently ___________ . ( A ) gloats over the errors of some supervisors ( B ) slyly introduces the fact that there is no necessity to appraise performance ( C ) wants to share his opinions on how to appraise performance effectively ( D ) remains cautiously optimistic about performance appraisals 2. According to this passage, we may conclude that to result in the success of performance appraisals ___________ . ( A ) supervisors and their subordinates should agree on duties and job standards of the employees ( B ) plans are made for any development that is required when defining the job ( C ) a supervisor might rate all subordinates “fair” ( D ) supervisors have to make decision whether or not they should let their subordinates know the standards of some appraisals Negative munications. The evaluation process is hindered by munication of negative attitudes, such as inflexibility, defensiveness, and a nondevelopmental approach. ⑧ Rater errors. Rater errors include rater bias or prejudice, halo effect, constant error, central tendency, and fear of confrontation. ⑥ Unrealistic standards. Standards are goals with motivating potential. Those that are reasonable but challenging have the most potential to motivate. ④ Lack of standards. Without standards, there can be no objective evaluation of results, only a subjective guess or feeling about performance. ② （二） When appraisals fail, they do so for reasons that parallel these three steps – defining the job, appraising performance, and providing feedback. Some appraisals fail because subordinates are not told ahead of time exactly what is expected of them in terms of good performance. Others fail because of problems with the forms or procedures used to actually appraise the performance。 answer: 4. In the figure the duty “reads and analyzes a wide variety of instructional and training information ” can be further defined as follows, not including ___________ . ( A ) ensures that work group members receive specialized training as necessary in the proper functioning or execution of procedures and methods ( B ) applies latest concepts and ideas to changing organizational requirements ( C ) assists in developing and / or updating manuals, procedures, specifications, etc., relative to organizational requirements and needs ( D ) assists in the preparation of specifications and related evaluations of supporting software and hardware 2. It would appear from the passage that ___________ permits easy referencing of all jobs since it represents important characteristics of the job. ( A ) job code ( B ) job status ( C ) pay range ( D ) job summary works closely with other managers, specialists, and technicians in Information Systems as well as with managers in other departments. ( a ) Receives, interprets, develops, and distributes directives ranging from the very simple to the highly plex and technological in nature. ( b ) Establishes and implements annual budget for department. 5. Interacts and municates with people representing a wide variety of units and organizations. ( a ) Communicates both personally and impersonally, through oral or written directives an
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