Question 21 (1 point)

Peter is appraising his employees. For each trait, he evaluates two employees at a time in order to determine the better employee of the two. Which appraisal technique is Peter using?

Question 21 options:

	Alternation ranking method
	Paired comparison method
	Critical incident method
	Forced distribution method

Question 22 (1 point)

At Amazon, James, a warehouse supervisor, is evaluated using a behaviorally anchored rating scale (BARS) that assesses specific job-related behaviors. What is the primary advantage of using BARS in this scenario?

Question 22 options:

	Providing James with the flexibility to set his own performance standards and criteria.
	Relying solely on subjective opinions and general observations to evaluate James's performance.
	Giving James complete control over the evaluation process within the company.
	Using concrete behavioral examples to objectively assess James's performance and provide targeted feedback.

Question 23 (1 point)

Which performance appraisal techniques is useful for identifying specific examples of good and poor performance and for planning how deficiencies can be corrected?

Question 23 options:

	Paired comparison method
	Critical incident method
	Forced distribution method
	Ranking method

Question 24 (1 point)

Which of the following are the three basic causes of accidents in organizations?

Question 24 options:

	Chance occurrences, unsafe conditions, and unsafe acts on the part of Executives
	Ineffective health and safety committees, chance occurrences, and cost-cutting
	Unsafe conditions, untrained employees, and cost-cutting
	Chance occurrences, unsafe conditions, and unsafe acts on the part of employees

Question 25 (1 point)

Emily, an HR specialist at Lumina Corp., is considering the integration of a cognitive abilities test into the selection process for a critical thinking role. How does the cognitive abilities test enhance the recruitment process and aid in evaluating candidates for this particular position?

Question 25 options:

	The test of cognitive abilities evaluates a candidate's problem-solving, reasoning, and analytical skills.
	The test of cognitive abilities focuses on assessing a candidate's physical fitness for the job.
	The test of cognitive abilities assesses a candidate's technical skills relevant to the job.
	The test of cognitive abilities measures a candidate's personality traits and behavioral tendencies.