Performance Management Unit 2 Set 2 MCQs

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