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This set of Performance Management Multiple Choice Questions & Answers (MCQs) focuses on Performance Management Unit 2 Set 2

Q1 | What is the first step in the appraisal process?
  • giving feedback
  • defining the job
  • administering the appraisal tool
  • making plans to provide training
Q2 | When designing an actual appraisal method, the two basic considerations are
  • who should measure and when to measure
  • when to measure and what to measure
  • what to measure and who should measure
  • what to measure and how to measure
Q3 | All of the following are usually measured by a graphic rating scale EXCEPT_,
  • generic dimensions of performance
  • performance of 'actual duties
  • performance of co-workers
  • achievement of Objectives
Q4 | Which of the following is the easiest and most popular technique for appraising employeeperformance?
  • alternation ranking
  • graphic rating scale
  • Likert
  • MBO
Q5 | Which performance appraisal technique lists traits and a range of performance values foreach trait?
  • behaviourally anchored rating scale
  • graphic rating scale
  • forced distribution
  • critical incident
Q6 | Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
  • digital dashboard
  • critical incident method
  • graphic rating scale
  • alternation ranking method
Q7 | Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories?
  • behaviorally anchored rating scale
  • graphic ranking scale
  • alternation ranking
  • forced distribution
Q8 | Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used?
  • comparison ranking scale
  • graphic ranking scale
  • alternation ranking
  • paired comparison
Q9 | The process that enables manager to make comparison between employee's and his department goals is
  • direction sharing
  • goal alignment
  • rewards and recognition
  • coaching and development support
Q10 | An integral part of feedback process is
  • direction sharing
  • goal alignment
  • ongoing performance monitoring
  • coaching and development support
Q11 | In 360-degree feedback, the ratings are collected from
  • supervisors
  • subordinates
  • peers
  • all of above
Q12 | When the action plan is prepared for correcting performance deficiencies is
  • satisfactory-promotable interview
  • satisfactory-not promotable interview
  • unsatisfactory-correctable interview
  • unsatisfactory-uncorrectable interview
Q13 | The quality and timeliness of work is classified as
  • what you are measuring
  • how you are measuring
  • what are the set standards
  • the rules of performance appraisals
Q14 | The employers generally use feedback to
  • employee development
  • avoid central tendency and biases
  • rank someone
  • hire the employee
Q15 | The disadvantage of graphic rating scale is
  • halo effect
  • bias
  • central tendency
  • all of above
Q16 | Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?
  • The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents.
  • Employees in Suzanne's department who are categorized in the bottom 10% of the firm's employees will be immediately dismissed.
  • Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position.
  • Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.
Q17 | One of the following is future oriented appraisal technique.
  • MBO
  • Rating scale
  • Checklist
  • BARS
Q18 | Which of the following is not a major personnel selection method?
  • Focus groups
  • Biodata
  • Graphology
  • References
Q19 | The basis of performance standards is:
  • Managers
  • HR plans
  • Employee
  • Job analysis
Q20 | As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be:
  • Because people are often absent from work
  • Because people at work don't perform
  • Because low standards of performance are legitimised
  • Because of barriers created to reduce performance
Q21 | Performance plans to be successful and sustainable the plan must
  • Provide for independent employee voice and participation
  • The decision to initiate a new plan
  • Its design
  • All of the above
Q22 | Key performance indicators are used in situations when:
  • When objectives can not easily be expressed in terms of numbers
  • When targets might be expressed in terms of delivery of a project
  • When objectives can be established which are supportive or secondary to the organisations central objectives
  • Objectives that can be quantified using financial values
Q23 | Work-sample tests:
  • Normally make use of many different complementary predictors
  • Do not necessarily have any obvious link with the job in question
  • Often use in-tray or in-basket exercises for selecting shop floor workers
  • Require candidates to conduct a sample of the work required for the job
Q24 | Which of the following is not a major evaluative standard for personnel selection procedures?
  • Administrative convenience/practicality
  • Discrimination
  • Applicant reactions
  • Faith validity