MCQs of Performance Management PDF

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MCQs of Performance Management

a) b) c) d)

1. When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called______. Strategic organisational development Performance management Performance Appraisal Human Resource management

a) b) c) d)

2. Aligning and evaluating employee's performance with company's set goals is called appraisal management performance management hierarchy of management off-the-job training 3. Steps involves in employer's movement for performance management is total quality appraisal issues strategic planning all of above 4. In performance management, main feature of performance management is to increase salary planning incentives comparing performance with goals comparing sales figures from last year 5. 'Performance management' is always goal oriented performance oriented sales oriented none of above

a) b) c) d)

6. Performance management combines performance appraisal with _________ to ensure that employee performance is supportive of corporate goals. Goal setting Incentive systems Training All of the above

a) b) c) d) a) b) c) d) a) b) c) d)

7. Which is the biggest challenge faced while conducting performance appraisal? a) Evaluating performance of self – managed teams b) Presence of a formal appeal process c) Appraisals based on traits are to be avoided d) None of the above

a) b) c) d)

8. Which of these options are the activities that constitute the core of performance management? Performance interview Archiving performance data Use of appraisal data All of the above

a) b) c) d)

9. Which method is used for evaluating the performance of executives or supervisory positions? Psychological Appraisals Assessment Centres Behaviourally Anchored Rating Scales 360 degree feedback

10. Management of performance ensures a) continuous improvement b) discontinue improvement c) performance reviews d) both A and C 11. Successful defenders use performance appraisal for identifying ____________.

a) b) c) d)

Staffing Needs Job behaviour Training needs None of the above

12. Mostly employees' promotion decision is based on a) performance appraisal b) training results c) hiring tests

d) in-house development 13. Performance rating as good or bad on numerical rating scale is called a) critical incident method b) forced distribution method c) behaviorally anchored rating scale d) paired comparison method 14. Ranking of all employees measuring a specific trait by making pairs of employees is called a) graphic rating scale method b) management by objectives c) alternation ranking method d) paired comparison method 15. How performance appraisal can contribute to a firm's competitive advantage?

a) b) c) d)

Ensures legal compliances Minimizing job dissatisfaction and turnover Improves performance All of the above

a) b) c) d)

16. ______ is an objective assessment of an individual's performance against well-defined benchmarks. Performance Appraisal HR Planning Information for goal identification None of the above

a) b) c) d) a) b) c) d)

17. Basic approach in employee's performance compares with their current performance to set standards performance in previous years performance in last job none of above 18. An advantage of Management by Objectives (MBO) is avoids central tendency and biases jointly agreed performance objectives provides behavioral anchors ongoing basis evaluation

a) b) c) d) a) b) c) d)

19. An equal rating of all employees such as 'good' is called lenient tendency strict tendency biasing tendency central tendency 20. Performance management includes daily and weekly interactions meeting semiannually yearly meetings never having meeting with subordinates 21. Performance evaluation can be defined as a process of evaluating

a) b) c) d)

Past Performance Present Performance Future Performance Past and Present Performance 22. ______ is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. a) b) c) d)

a) b) c) d) a) b) c) d)

Job evaluation Work evaluation Performance evaluation None of the above 23. First step in 'appraising process' is defining the job training session feedback session interview sessions 24. In 360-degree feedback, ratings are collected from supervisors subordinates peers all of above 25. Employers generally use feedback to

a) b) c) d) a) b) c) d) a) b) c) d) a) b) c) d) a) b) c) d) a) b) c) d)

employee development avoid central tendency and biases rank someone hire the employee 26. Advantage of 'BARS' system is simple to use avoids central tendency and biases ends up with predetermined rating figures providing behavioral anchors 27. An aim of 'performance appraisal' is to fire the employee motivate the employee counsel the employee hire the employee 28. An evaluation process of employee's performance, in comparison to set standards is called performance appraisal compensation counseling design of evaluation 29. Online and face to face feedback about goal's progress is direction sharing goal alignment ongoing performance monitoring ongoing feedback 30. When ratings are collected from supervisors, customers and peers, considered as 350-degree feedback 320-degree feedback 360-degree feedback 380-degree feedback...