23 9Ch. 8. Build-a-Corp., is a consulting firm that has just instituted a new performance managementsystem. Managers and trainers now help employees to better understand the overall goals of thecompany and how their role supports the goals as a whole, in addition to training employees fortheir specific job tasks. This is an example of thecriterion of performancemanagement.Select one:O a. legalityO b. strategic congruenceO c. specificityO d. acceptabilityO e. validityCh. 6. Star Inc., an engineering firm, has come up with a new technical test to assess theknowledge of applicants. To assess the validity of the test, it requires its applicants to take the testamong other selection tests such as an interview. After hiring decisions have been made and sixmonths have passed the new technical test scores are matched with their performance in theorganization. Which of the following types of validation has Star Inc. used to test the validity of itsMatch CaseMatch DiacriticsWhole Words 1 of 1 matchHighlight Allformal period.

INTRODUCTION: Performance management is a process through which organizations set and track progress toward goals. The process typically involves setting goals, tracking progress, and providing feedback to employees. Performance management can help organizations improve employee productivity and achieve desired results. Effective performance management can aid workers in enhancing their own performance and enhancing the organizational success as a whole. However, if done incorrectly, performance management can foster an atmosphere of mistrust and fear.ANSWER: The correct answer is option (c) Specificity Explanation: This criterion is based on specific goals, which are the overall goals of a company. However, Build-a-Corp., is not a legal organization, so it could not be considered legal for this criterion to be satisfied. Specificity refers to whether or not there are any details about how this goal will be achieved or what resources will be used in achieving it. Because Build-a-Corp., has only recently instituted its new performance management system and hasn't yet decided what type of resources it'll need, there's no way that this criterion can be met just yet. (The other two criteria don't involve concrete outcomes or resources at all.) Explanation for other wrong options: (a) We can say that the first option is incorrect because it does not address the legal question regarding the legality of having a performance management system in place. It also does not address whether or not there are strategic reasons for instituting a performance management system—this would be strategic congruence. Finally, it does not address whether or not there is specificity in how this performance management system is designed—this would be acceptability. (b) The second option is incorrect because it does not address whether or not there are strategic reasons for instituting a performance management system—this would be strategic congruence. It also does not address whether or not there is specificity in how this performance management system is designed—this would be acceptability. (d) Acceptability requires that managers and trainers must be able to make a judgment about whether or not an employee will likely accept what they are being taught (which can be subjective), but that does not apply here because there is no judgment involved; instead, managers simply provide information about what needs to happen in order for employees to achieve strategic congruence so that they can decide themselves if they wish to pursue it further. (e) The extent to which a measure captures the intended outcome is referred to as validity. Content validity is the main factor in a performance evaluation's validity. Insofar as it covers the majority of the crucial job behaviors and/or outcomes, an appraisal instrument has content validity. Therefore, In light of the question, this is also a wrong response.