Employee Relations & Performance Management Flashcards
7 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Employee Relations & Performance Management flashcards as text
Which performance appraisal method requires managers to place employees into predetermined performance categories such as top 10%, middle 80%, and bottom 10%?
Answer: Forced distribution ranking
Forced distribution ranking mandates that a set percentage of employees fall into each performance tier, regardless of actual team performance.
An employer wants to reduce involuntary turnover caused by poor performance. The MOST proactive strategy is to:
Answer: Strengthen pre-hire assessment tools to better predict job performance
Improving selection processes through validated assessments reduces hiring of candidates who are likely to underperform.
Which term describes an employer's obligation to make reasonable changes to policies or the work environment to accommodate an employee's disability?
Answer: Reasonable accommodation
Under the ADA, employers must provide reasonable accommodation unless doing so would cause undue hardship to the organization.
A halo effect in performance reviews occurs when:
Answer: One positive trait causes a rater to rate all other dimensions of performance too favorably
The halo effect is a cognitive bias where a single outstanding trait disproportionately inflates ratings across all performance dimensions.
Which conflict resolution approach involves a neutral third party facilitating a discussion but allowing the involved parties to reach their own agreement?
Answer: Mediation
Mediation is a voluntary, non-binding process where a neutral mediator guides parties to their own mutually acceptable resolution.
When a recruiter refers a candidate who is later terminated for cause, which employee relations concept is MOST relevant to the organization's review?
Answer: Negligent hiring liability
Negligent hiring holds employers liable if they failed to conduct adequate background screening and the employee later caused harm.
An employee claims they were constructively discharged. This means they allege:
Answer: Working conditions were made so intolerable that they felt forced to resign
Constructive discharge occurs when an employer deliberately creates unbearable conditions that effectively compel an employee to quit.