In human resources: 1. A deficient performance measure has a. irrelevant aspects
ID: 466465 • Letter: I
Question
In human resources:
1. A deficient performance measure has
a. irrelevant aspects of an individual’s performance are not measured.
b. forced aspects of an individual’s performance are not measured.
c. excessive aspects of an individual’s performance are not measured.
d. some relevant aspects of an individual’s performance which are not measured.
2. Comparable worth states that
a. individuals in jobs requiring similar levels of education and experience should be paid a similar rate.
b. employees should be paid a wage that is comparable to their cost of living.
c. contractors and employees must be paid the same for similar work.
d. individuals performing the same jobs must be paid the same.
3. UPS changed their culture to value and reward workplace safety in 2006, and saw a 35% drop in injuries the following year. As an added benefit, they also saw
a. a reduction of turnover among employees.
b. a flood of new applicants for few positions.
c. higher overall costs, but more satisfied employees.
d. a significant reduction in customer complaints.
Explanation / Answer
1)
When a prerfomance metrice or measure doesn't involves measuring some relevent aspects of performance measures, it is said to be deficient performance measure.. For example if a annual review of a salesperson so not carries weightage to sales made, it is said to be deficient.
Hence the correct answe is option (D) "Some relevant aspects of an individual’s performance which are not measured."