MCQs – 306HR – PERFORMANCE MANAGEMENT Q.1. Which of the complying with terms describes the procedure of evaluating an employee"s existing and/or previous performance family member to his or her performance standards? a) Recruitment b) Employee selection c) Performance appraisal d) Employee orientation Ans: c 0.2. The primary function of providing employees via feedearlier during a performance appraisal is to motivate employees to _ a) apply for managerial positions b) remove any type of performance deficiencies c) revise their performance requirements d) enroll in work-related training programs Ans: b Q.3. In the majority of institutions, which of the adhering to is mainly responsible for appelevating an employee"s performance? a) employee"s direct supervisor b) agency appraiser c) human sources manager d) EEO representative Ans: a 0.4. Supervisors should carry out employees through feedback, development, and incentives vital to assist employees get rid of performance deficiencies or to continue to perform well. a) True b) False Ans: a Q.S. Which of the following is NOT one of the recommended guidelines for setting reliable employee goals? a) assigning specific objectives b) assigning measurable purposes c) assigning complex but doable goals d) administering aftermath for faiattract to fulfill goals Ans: d 0.6. a) b) c) d) Ans: aSMART purposes are finest defined as _ specific, measurable, attainable, appropriate, and timely directly forward, coherent, easily accessible, actual, and also tested strategic, moderate, achievable, pertinent, and also timely certain, measurable, achievable, appropriate, and testedQ.7. a) b) c) d) Ans: cAll of the following are factors for appraising an employee"s performance EXCEPT _ assisting with career planning correcting any kind of occupational deficiencies producing an business strategy map determining appropriate salary and bonusesMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.8. Which of the complying with is the majority of likely NOT a function played by the HR department in the performance appraisal process? a) conducting appraisals of employees b) security the efficiency of the appraisal mechanism c) providing performance appraisal training to supervisors d) ensuring the appraisal system"s compliance via EEO laws Ans: a Q.9. What is the first action in the appraisal process? a) providing feedago b) defining the project c) administering the appraisal tool d) making plans to administer training Ans: .b 0.10. All of the adhering to are usually measured by a graphic rating range EXCEPT_, a) generic dimensions of performance b) performance of "actual duties c) performance of co-workers d) achievement of Objectives Ans: c 0.11. When making an actual appraisal technique, the two fundamental considerations are a) who have to meacertain and also as soon as to meacertain b) when to measure and what to measure c) what to meacertain and that must meacertain d) what to meacertain and also how to meacertain Ans: d 0.12. Which of the complying with is the easiest and also a lot of popular strategy for appraising employee performance? a) alternation ranking b) graphic rating range c) Likert d) MBO Ans: b 0.13. Which performance appraisal approach lists traits and also a variety of performance worths for each trait? a) behaviourally anchored rating range b) graphic rating scale c) compelled distribution d) critical incident Ans: bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.14. Which of the adhering to, if true, ideal supports the argument that a graphic rating range is the the majority of appropriate performance appraisal tool for Suzanne to use? a) The firm wants Suzanne to evaluate her subordinates on an continuous basis and to store a log of crucial occurrences. b) Employees in Suzanne"s department that are categorized in the bottom 10% of the firm"s employees will be immediately dismissed. a) Suzanne wants to encertain that the firm is defended from employee discrimination lawsuits, so she has conducted a project analysis of each position. b) Suzanne wants a quantitative rating of each employee based on competencies vital to the firm, such as problem-resolving abilities. Ans: d Q.15. Which performance appraisal tool requires supervisors to categorize employees from finest to worst on miscellaneous traits? a) digital dashboard c) critical incident technique b) graphic rating scale d) altercountry ranking technique Ans: d 0.16. The most well-known technique for ranking employees is the ___________technique. a) graphic ranking scale b) consistent amount ranking range c) altercountry ranking d) paired comparison Ans: c 0.17. Which performance appraisal tool is being supplied as soon as a supervisor locations preidentified percentperiods of ratees right into various performance categories? a) behaviorally anchored rating range b) graphic ranking scale c) alternation ranking d) compelled circulation Ans: d . 0.18. Kendra needs to rate five of her subordinates. She provides a chart of all feasible pairs of employees for each trait being evaluated. Then, she indicates the much better employee of each pair through a positive symbol on the chart. Finally, she totals the variety of positive signs for each employee. Which approach of performance appraisal has actually Kendra a lot of likely used? a) comparison ranking range b) graphic ranking range c) alternation ranking d) paired comparichild Ans: d 0.19. John, the supervisor of the production dep~rtment at a computer firm, is in the procedure of evaluating his staff"s performance. He has established that 15% of the team will certainly be figured out as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John liked to use? a) behaviorally anchored rating scale b) monitoring by missions c) required distribution d) altercountry ranking Ans: c MCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.20. Which of the complying with measurement approaches is similar to grading on a curve? a) instrumental incident strategy b) forced distribution c) graphic rating scale d) continuous sums rating Ans: b 0.21. Which of the adhering to is among the primary complaints regarding the usage of the forced circulation approach for performance appraisals? a) difficult to implement b) damage to employee morale c) high expenses of management d) standardization of team sizes Ans: b 0.22. Which performance appraisal devices calls for a supervisor to maintain a log of positive and also negative examples of a subordinate"s job-related behavior? a) alternation ranking b) paired comparison c) forced circulation d) instrumental occurrence Ans: d 0.23. The initially action in occurring a behaviourally anchored rating range is to _________ a) build performance dimensions b) generate critical occurrences c) compare subordinates d) realsituate incidents Ans: b 0.24. Which of the following is NOT a characteristic of the instrumental event strategy for performance appraisal? a) giving examples of wonderful job-related performance b) comparing and ranking employees within a team c) connecting certain events via performance purposes d) showing performance throughout the appraisal duration Ans: b 0.25. Wilboy Consulting is a monitoring consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her straight supervision. Suzanne plans to use the critical event strategy to evaluate the performance of her subordinates. Which of the adhering to, if true, undermines the discussion that the instrumental occurrence strategy is the many appropriate performance appraisal tool for Suzanne to use? a) Employee performance standards are closely aligned through Wilboy Consulting"s permanent strategic plans. b) Other departments at Wilchild Consulting have viewed employee performance improve as an outcome of offering recurring evaluations. c) Suzanne will certainly be conducting performance appraisals in conjunction with the HR manager to encertain EEO compliance. d) Due to financial challenges, the firm will certainly be laying off the two lowest percreating employees in Suzanne"s department. Ans: dMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.26. Graphic rating scales are topic to every one of the adhering to problems EXCEPT __ . a) unclear standards b) halo impacts c) complexity d) leniency Ans: c 0.27. .Which appraisal technique combines the benefits of narrative crucial cases and quantified scales by assigning range points with specific examples of excellent or bad performance? a) behaviorally anchored rating scale b) continuous sums rating scale c) graphic rating range d) alternation ranking Ans: a 0.28. Which of the following finest explains a behaviorally anchored rating scale? a) chart of paired subordinates ranked in order of performance b) combicountry of narrative important events and quantified performance scales c) diary of positive and also negative examples of a subordinate"s work performance d) preestablished percenteras of subordinates in various performance categories Ans: b 0.29. Stacey is making use of a behaviorally anchored rating range as a performance appraisal tool. She has actually currently asked employees and supervisors to explain instrumental events of reliable and also ineffective job performance. What have to Stacey perform next? a) create a last appraisal instrument b) construct performance dimensions c) rank employees from high to low d) reallocate the cases Ans: b 0.30. Wilchild Consulting is a management consulting firm via seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her straight supervision. Suzanne plans to use the behaviorally anchored rating range (BARS) to evaluate the performance of her subordinates. Which of the following, if true, supports the discussion that BARS is the the majority of correct performance appraisal tool for Suzanne to use? a} Suzanne desires to provide her subordinates with specific examples of their good and bad project performance in the time of the appraisal intercheck out. b) Suzanne encourages her subordinates to testimonial and make comments about their appraisal throughout a formal appeals process. c) Wilchild Consulting freshly installed an electronic performance surveillance mechanism to aid supervisors conduct appraisals. d) Wilchild Consulting gives training to all supervisors concerning legally defensible performance appraisals. Ans: aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.31. What is the primary disadvantage of emerging a behaviorally anchored rating scale? a) costly c) time consuming b) unreliable d) absence of feedago for subordinates Ans: c 0.32. Which of the complying with terms describes establishing specific measurable purposes via each employee and also then periodically reviewing the progression made? a) behaviorally anchored rating range b) management by objective c) narrative develop approach d) compelled circulation Ans: b 0.33. It is the majority of necessary that supervisors that choose monitoring by goals as a performance appraisal tool use __________ a) SMART objectives b) EPM devices c) computerized notes d) graphic rating scales Ans: a 0.34. All of the adhering to are benefits of utilizing computerized or Web-based performance appraisal devices EXCEPT _________ a) merging examples with performance ratinqs b) helping managers keep computerized notes c) enabling employees to perdevelop self-evaluations d) enabling managers to monitor employees" computer systems Ans: d Q.35. Which of the complying with enables supervisors to overview the amount of computerized information an employee is processing each day? a) computerized performance appraisal system b) digital management assessment center c) digitized high-performance occupational facility d) electronic performance security system Ans: d 0.36. Which of the following is a performance appraisal difficulty that occurs as soon as a supervisor"s rating of a subordinate on one trait biases the rating of that perchild on other traits? a) recency impact b) halo effect c) central tendency d) discrimnation Ans: bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.37. Nick supervises a team of information entry professionals. Lately, efficiency has actually been dvery own, and also Nick believes his subordinates are not working as successfully as feasible. Which of the adhering to devices would certainly carry out Nick through day-to-day information about each employee"s rate, accuracy, and also time invested entering data? a) digital dashboard gadget b) electronic performance monitoring mechanism c) Web-based administration oversight gadget d) computerized performance appraisal device Ans: b 0.38. Formal performance appraisals have actually been got rid of by virtually all major firms and reput by everyday assessments by peers in addition to substantial training avenues. a) True b) False Ans: b 0.39. Which of the following terms describes an appraisal that is also open to interpretation? a) unclear criteria b) halo effects c) strictness d) biased Ans: a 0.40. Which of the following is the finest way for a supervisor to correct a performance appraisal problem led to by unclear standards? a) concentrating on performance instead of personality traits b) utilizing graphic rating scales to rank employees c) staying clear of the use of very low ratings d) utilizing descriptive phrases to highlight traits Ans: d 0.41. Stephanie manages the audit department at an heralding agency. She demands to conduct performance appraisals for the eight employees in her department. Stephanie desires a performance appraisal tool that is extremely precise, ranks employees, and also uses important events to help describe ratings to appraise. Which performance appraisal tool is finest suited for Stephanie? a) graphic rating scale b) altercountry ranking approach c) forced distribution technique d) behaviorally anchored rating range Ans: d 0.42. Jason is a conscientious employee, but he is perceived by many of his co-employees as unfriendly. Jason"s supervisor rates him low on the traits "gets alengthy well via others" and also "top quality of work-related." Which of the following problems has actually a lot of likely impacted Jason"s performance appraisal? a) main tendency b) leniency c) stereoinputting d) halo result Ans: dMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.43. A supervisor that generally prices all employees as average on performance appraisals many likely has actually a difficulty recognized as__________ a) halo result b) stereoinputting c) central tendency d) strictness Ans: c Q.44. The ideal way to minimize the difficulty of main tendency in performance appraisals is to ___ a) rank employees b) create SMART objectives c) use graphic rating scales d) limit the number of appraisals Ans: a Q.45. Which performance appraisal difficulty is linked via supervisors providing all of their subordinates repeatedly high ratings? a) central tendency b) leniency c) strictness d) recency impact Ans: b Q.46. The _____________ difficulty occurs as soon as supervisors tend to price all their subordinates repeatedly low. a) central tendency b) leniency c) strictness d) unclear requirements Ans: c Q.47. The ideal strategy for reducing the difficulties of leniency or strictness in performance appraisals is to _________ a) store instrumental incident logs b) adhere to EEO guidelines c) call for multiple appraisals d) impose a performance distribution Ans: d Q.48. Which of the complying with has actually many likely arisen as soon as a supervisor conducting a performance appraisal is affected by a subordinate"s individual differences such as age, sex, and also race? a) bias b) unclear criteria c) central tendency d) wide banding Ans: a Q.49. Which of the adhering to is LEAST likely to cause a supervisor"s performance appraisal of a subordinate to be biased? a) objective of the appraisal b) personality of the supervisor c) place and time of the appraisal d) individual features of the subordinate Ans: c MCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.50. All of the following guidelines will certainly a lot of likely enhance the performance of a performance appraisal EXCEPT__________ a) preserving a diary of employees" performance in the time of the year b) developing a tool for employees to appeal performance appraisals c) using a graphic rating range to ensure fair and regular ratings d) discovering the benefits and disbenefits of different appraisal tools Ans: c 0.51. Which of the adhering to is the major benefit of utilizing graphic rating scales as performance appraisal tools? a) eliminates central tendency errors b) uses exceptionally high price of accuracy c) offers quantitative rating for each employee d) links through mutually agreed upon performance missions Ans: c 0.52. All of the complying with are thought about ideal practices for administering fair performance appraisals EXCEPT _ a) explaining just how subordinates have the right to enhance their performance b) clarifying in development what the performance expectations are c) basing the appraisal on observable project actions d) utilizing subjective performance data for appraisals Ans: d 0.53. Which of the complying with would certainly many most likely result in a legally questionable appraisal process? a) conducting a project analysis to create performance requirements b) basing appraisals on subjective supervisory monitorings c) administering and also scoring appraisals in a standardized fashion d) making use of project performance dimensions that are as well plainly characterized Ans: b 0.54. Who is in the finest position to observe and evaluate an employee"s performance for the functions of a performance appraisal? a) peers b) customers c) height management d) prompt supervisor Ans: d 0.55. Employee performance appraisals are conducted by every one of the complying with EXCEPT a) peers c) supervisors b) competitors d) subordinates Ans: bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.56. Which of the complying with terms describes numerous peers agreeing to rate each various other highly? a) social loafing b) group think c) logrolling d) alliance forging Ans: c 0.57. Peer appraisals have been presented to result in a (n) _ a) reduction of social loafing b) reduction of group cohesion c) decrease in job inspiration d) decrease in group satisfaction Ans: a 0.58. You are conducting an appraisal interwatch through an employee whose performance is satismanufacturing facility yet for whom promovement is not possible. Which inspiration listed listed below would the majority of most likely be the LEAST efficient alternative for preserving satismanufacturing facility performance in this situation? a) time off b) tiny bonus c) compliments d) expert breakthrough Ans: d 0.59. In many firms, a rating committee provided for performance appraisals consists of ____ members. a) 1-2 b) 3-4 c) 5-6 d) 9-1 0 Ans: b 0.60. What generally occurs when employees price themselves for performance appraisals? a) Ratings are dependable but invalid. b) Ratings are subject to halo effects. c) Logrolling leads to unrealistic ratings. d) Ratings are greater than as soon as provided by supervisors. Ans: d 0.61. Which of the complying with terms describes the process of enabling subordinates to price their supervisor"s performance anonymously? a) supplemental evaluation b) downward feedback c) upward feedback d) peer testimonial Ans: c 0.62. Upward feedback generally helps top-level managers to a) safeguard the firm against biased appraisals b) implement organizational tactics c) compare appraisal techniques d) diagnose monitoring layouts Ans: dMCQ’s – 306HR - PERFORMANCE MANAGEMENT_DIMR - PUNE 0.63. Which of the following terms refers to a performance appraisal based upon surveys from peers, supervisors, subordinates, and customers? a) 360-degree feedago b) team appraisals c) upward feedearlier d) rating committee Ans: a 0.64. Which of the complying with best defines the purpose of an appraisal interview? a) training supervisors in the rating process b) identifying potential interindividual difficulties c) offering constructive feedearlier to supervisors d) making plans to correct employee weaknesses Ans: d 0.65. When conducting an appraisal intercheck out, supervisors must execute every one of the complying with EXCEPT _ a) ask open-ended questions b) talk in regards to objective work data c) give particular examples of bad performance d) compare the person"s performance to that of various other employees Ans: d 0.66. A performance appraisal is based on the assumption that an employee understood what his or her performance criteria were prior to the appraisal. a) True b) False c) According to situation Ans: a 0.67. When a supervisor need to slam a subordinate in an appraisal intersee, it is most important for the supervisor to _ a) limit negative feedago to when each year b) provide specific examples of important incidents c) acexpertise the supervisor"s personal biases in the instance d) host the meeting via other human being that can record the situation Ans: b 0.68. When an employee"s performance is so bad that a created warning is forced, the warning should _ a) identify the criteria through which the employee is judged b) administer examples of employees who met the requirements c) be mairesulted in the employee and to an EEOC representative d) carry out examples of times as soon as the employee met the criteria Ans: aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.69. Based on corpoprice surveys, which of the complying with is a true statement? a) Very few employers need any kind of kind of performance appraisal. b) Very few employers conduct performance appraisals on an annual basis. c) Many employers require a testimonial and feedback session throughout the appraisal procedure. d) Many employers use behaviorally anchored rating scales for performance appraisals. Ans: c 0.70. The consistent procedure of identifying, measuring, and arising the performance of people and also teams and also aligning their performance through the organization"s goals is well-known as _ a) employee performance security b) strategic management c) performance analysis d) performance management Ans: d 0.71. Which component of performance monitoring describes communicating a firm"s higher-level goals throughout the company and also then translating them into departpsychological and also individual goals? a) role clarification b) goal alignment c) performance surveillance d) direction sharing Ans: d 0.72. In order to ensure that performance goals are complicated and relevant, Matthew, a marketing manager, must individually collection objectives for. his subordinates bereason participatively set objectives usually develop reduced job performance .. a) True b) False Ans: b 0.73. Oshman manufactures tiny kitchen appliances, such as blenders, toasters, and also mixers. The firm has actually almost 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that incorporate crucial events via a graphic rating scale. However, the firm"s CEO proponents changing from performance appraisals to performance rnanaqement in an attempt to make Oshguy even more competitive and performance moved. Which of the complying with, if true, supports the discussion to rearea Oshman"s traditional appraisal techniques with the performance administration approach? a) Oshman"s competitors in the tiny appliance sector monitor the performance of their employees with electronic performance monitoring units. b) Oshguy executives desire to align the firm"s strategic setup via individual employee objectives and also advance needs. c) Oshmale executives think that upward feedago helps managers enhance their own monitoring style and interindividual abilities. d) Oshmale has actually proficient troubles linked via central tendency and bias, and the firm wants to ensure that appraisals are legally sound. Ans: bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.74. Oshguy manufactures little kitchen appliances, such as blenders, toasters, and also mixers. The firm has actually virtually 80,000 employees in 22 nations. Employees get yearly performance appraisals from their supervisors that combine crucial occurrences via a graphic rating scale. However, the firm"s CEO proponents changing from performance appraisals to performance monitoring in an effort to make Oshguy more competitive and also performance driven. All of the following concerns are pertinent to Oshman"s decision to replace its standard appraisal methods with the performance monitoring technique EXCEPT _ a) What technology is easily accessible to aid managers get immediate access to employee performance data? b) How would certainly work measures have to be modified to carry out even more regular feedback to employees? c) How would the firm"s mission and also vision analyze right into departpsychological, team, and also individual goals? d) What procedures are already in location to efficiently identify and meacertain important incidents? Ans: d 0.75. Job descriptions serve as the main tool for developing performance criteria bereason they already encompass specific task objectives. a) True b) False Ans: b 0.76. Rewards readily available to labors affiliated in production, are categorized as; a) Salary b) Fringe benefits c) Wage d) Commission Ans:c 0.77. The goal of pre-retirement educational programs is to; a) Improve project satisfaction b) Increase employee commitment c) Minimize medical clintends from retirees d) Ease the shift from functioning life to retirement Ans:d 0.78. Alternative work-related arrangements encompass every one of the complying with EXCEPT; a) Part-time job-related b) Flexible hrs c) On-site child care d) Job sharing Ans:c 0.79. Organizations put maximum effort in measuring performance of business civilization because; a) It provides measures expense efficient b) It helps in detecting the troubles c) It leads to product creation d) It assists in implementing new innovation Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.80. Willingness, capacity & opportunity to perdevelop are sassist to be; a) Performance outcomes b) Determinants of performance c) Performance appraisals d) Types of performance requirements Ans:b 0.81. One of the major obstacles to career advance experiencing by functioning ladies is; a) Difficulty in balancing work-related and family members life b) Top management is usually male oriented c) Lack of educational methods d) Common perception that woguy cannot be better boss Ans:a 0.82. Mr. Ahmed is a cashier and he feels dissatisfied at work. What finest justifies this situation? a) His task might not be structured to suit his preferences b) It involves physical toughness c) It requires psychological toughness d) It requires as well much customer interaction Ans:a 0.83. The _______ difficulty occurs as soon as supervisors tend to price all their subordinates continuously high. a) Central tendency b) Leniency c) Strictness d) Halo result Ans:b 0.84. What is an additional term for 360-level feedback? a) Feedearlier loop c) Upward feedearlier b) Multi-source assessment d) Circle feedago Ans:b 0.85. The relationship in between important occurrence approach & BARS (behaviorally anchored rating scale) is; a) No relationship exists b) Different approaches to evaluate performance c) Both are similar PA techniques d) Compariboy approach is offered for PA, while BARS is related to training review Ans:cMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.86. Standards are established to; a) Achieve wanted outcomes b) Meet legal compliance c) Achieve competitive benefit d) Promote goodwill certainly in MARKET Ans: a 0.87. The suggest approach to evaluate task i~ an extension of; , a) Ranking approach b) Factor comparichild method c) Category strategy d) Point variable approach Ans:b 0.88. Job review is based upon the; a) Physical skills forced by the project b) Relative project worth for an company c) Complexity of the project to perform d) Conceptual ability forced by the job Ans:b 0.89. Who is in the ideal position to observe and evaluate an employee"s performance for the purposes of a performance appraisal? a) Peers, b) Customers c) Top administration d) Immediate supervisor Ans:d 0.90. Groups are called if tasks are comparable. a) Classes b) Grades c) Scales d) Roles Ans:a Q.91. Train the raters before conduct the performance appraisal is a crucial obligation of; a) Top monitoring c) Line managers b) HR department d) Production department Ans:b Q.92. Right now Organizations are providing benefits to their employees; a) To lure new blood in the organization b) To develop stronger customer partnership c) To boost the MARKET share d) All of the over Ans:aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.93. Following are all examples of straight compensation EXCEPT; a) Pension b) Salary c) Bonus d) Income Ans:a Q.94. One of the major flaws of Classification method to evaluate the tasks is; a) It is an expensive method b) Only useful for tiny organizations c) Maximum probcapacity of biasness d) Not helpful as soon as jobs are different Ans:d 0.95. Which of the complying with measurement approaches rates employee performance? relative to other employees? a) Graphic rating scale b) Comparative method c) Essay strategy d) Critical occurrence approach Ans:b 0.96. The aim of performance management is to: a) Ensure employee has the devices required to perdevelop the project. b) Consolidate goal establishing. c) Evaluate employee"s performance versus requirements. d) Encertain employee"s performance is sustaining the company"s strategic intends, Ans:d 0.97. The increasing use of performance management reflects: a) Classic performance appraisals are frequently counter-productive. b) The popularity of TOM principles. c) Eextremely employee"s initiatives must emphasis on helping the firm achieve its _____ strategic objectives. d) All of the over. Ans:d 0.98. Reasons for appelevating a subordinate"s performance contains a) Appraisals play an integral duty in performance management. b) Appraisals playa part in the employer"s salary raise decisions. a) The supervisor and the employee together develop a setup for correcting the employee"s deficiencies. b) All of the over. Ans:dMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.99. Steps that supervisors have to follow in the performance appraisal procedure include all the complying with except: a) Prepare in-depth creates and also measures to be provided. b) Provide feedback. c) Define the task. d) Appraise performance. Ans: a 0.100. The easiest and also the majority of renowned approach for appraising performance is the ______ technique. a) Critical occurrence c) Forced circulation b) Altercountry ranking d) Graphic rating range Ans:d 0.101. The __ performance appraisal approach ranks the highest possible employees and also lowest employees in alternate order. a) Paired compariboy b) Forced circulation c) Behaviorally anchored rating range d) Altercountry ranking Ans:d 0.102. The S in the acronym for SMART goals means __ . a) certain b) straightforward c) strategic d) resource Ans: a 0.103. Supervisors making use of the compelled distribution appraisal strategy have the right to safeguard versus predisposition claims by: a) Training raters to be objective. b) Using multiple raters. c) Appointing a evaluation committee. d) All of the over. Ans:d 0.104. A __ appraisal approach combines the benefits of narratives, critical incidents, and quantified scales with particular behavior examples of excellent or negative performance. a) Graphic rating range b) BARS c) MBO d) Narrative Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.105. A problem(s) with administration by goals is (are) that it can: a) Be time consuming. b) Result in immeasurable missions. c) 1 and also 2 d) None of the above. Ans:c 0.106. Rating an employee high on a number of traits because he or she does one point well is called the: a) Central tendency. b) Unclear standards. c) Halo effect. d) Bias trouble. Ans:c 0.107. The problem through self-ratings is that: a) Supervisors rate employees too extremely. b) Supervisors accentuate distinctions and also rigidify positions. c) Employees price themselves better than do supervisors. d) All of the over. Ans:c 0.108. Supervisors can encertain that employees are satisfied via their performance appraisals by ensuring that employees: a) Do not feel intimidated during the interview. b) Have the possibility to current their concepts and feelings. c) Have a beneficial and constructive supervisor conduct the intercheck out. d) All of the above. Ans:d 0.109. The procedure of evaluating an employee"s existing and/or past performance loved one to his or her performance criteria is referred to as __ . a) recruitment b) employee selection c) performance appraisal d) organizational development Ans:c 0.110. When goal establishing, performance appraisal, and also advancement are consolidated right into a single, widespread system designed to encertain that employee performance supports a company"s strategy, it is referred to as __ . a) strategic business development b) performance monitoring c) performance appraisal d) huguy resource administration Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.111. Performance management combines performance appraisal via __ to ensure that employee performance is supportive of corpoprice purposes. a) goal setting b) training c) motivation units d) all of the over Ans:d 0.112. Managers adhering to a performance management approach to appraisals will certainly usually accomplish via employees on a __ basis. a) weekly b) monthly c) bi-annual d) yearly Ans:a 0.113. Managers adhering to a conventional performance appraisal system wi" commonly satisfy with employees on a __ basis. a) everyday b) weekly c) monthly d) yat an early stage Ans:d 0.114. The component of an efficient performance monitoring procedure that communicates the organization"s higher-level purposes throughout the company and also then translates these purposes right into departmental purposes is referred to as __ . a) function clarification b) goal alignment c) developpsychological goal establishing d) direction sharing Ans:d 0.115. The component of an effective performance monitoring procedure that explains each employee"s role in regards to his or her day-to-day job-related is dubbed __ . a) duty clarification b) goal alignment c) developpsychological goal setting d) direction sharing Ans:a 0.116. Which of the following is not one of the guidelines for reliable goal setting? a) assign certain objectives b) assign measurable purposes c) asauthorize complex yet doable purposes d) asauthorize consequences for performance Ans: d 0.117. The M in the acronym for SMART purposes means __ . a) modeprice b) measurable c) systematic d) merit Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.118. The A in the acronym for SMART objectives represents __ . a) actionable b) proper c) attainable d) mindset Ans:a 0.119. Participative collection goals lead to better performance than assigned objectives as soon as a) participative set purposes are even more challenging b) assigned objectives are more challenging c) the rewards are also better d) participative collection objectives are used continuously Ans:a 0.120. When making use of goal setting in performance monitoring, the goals must be a) tough c) doable b) difficult d) every one of the above Ans:d 0.121. Who is the primary perkid responsible for doing the actual appelevating of an employee"s performance? a) the employee"s direct supervisor b) the agency appraiser c) the human reresource manager d) the EEO contact perboy Ans:a Q.122. Which of the complying with is not a duty played by the HR department regarding performance appraisals? a) Training of supervisors b) Monitoring the appraisal device c) Appincreasing of employees d) Ensuring compliance through EEO regulations Ans:c Q.123. When making an actual appraisal strategy, the two standard considerations are a) who need to measure and as soon as to measure b) when to meacertain and what to meacertain c) what to meacertain and who should measure d) what to measure and just how to measure Ans:d 0.124. The a lot of renowned technique for appelevating performance is the ______________technique. a) altercountry ranking b) graphic rating scale c) MBO d) consistent amount rating range Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.125. Which performance appraisal strategy lists traits and a range of performance? a) alternation ranking b) graphic rating scale c) Likert d) continuous amount rating range Ans:b 0.126. What perform performance appraisals measure? a) generic dimensions of performance b) performance of actual duties c) employee competency d) all of the above Ans:d 0.127. If a performance appraisal concentrates on an employee"s capability to "recognize and also analyze problems" or to "keep harmonious and also effective functioning relationships," then the performance appraisal is concentrated on measuring __ " a) generic dimensions of performance b) performance of actual duties c) employee competency d) all of the above Ans: c Q.128. If a performance appraisal concentrates on an employee"s high quality and also quantity of wok, then the performance appraisal is focused on measuring __ " a) generic dimensions of performance b) performance of actual duties c) employee competency d) every one of the over Ans:a 0.129. The __ method of performance appraisal involves listing all the subordinates to be rated, crossing out the names of any type of not well-known well sufficient to rank, indicating the employee who is the greatest on each characteristic being measured and who is the lowest, and then alternating between the following highest possible and lowest until all employees have been ranked, a) alternation ranking b) graphic rating range c) Likert d) continuous sum rating scale Ans:a 0.130. Alternation ranking refers to an appraisal approach, which __ . . a) is based on development made toward the accomplishment of measurable purposes b) combines the benefits of narratives, critical cases, and also quantified scales by assigning range points through specific examples of excellent or bad performance c) needs that the supervisor keep a log of positive and also negative examples of a subordinate"s work behavior d) entails listing all the subordinates to be rated, crossing out the names of any kind of not known well enough to rank, indicating the employee who is the highest on each characteristic being MCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE measured and also that is the lowest, and also then alternating in between the next greatest and also lowest till all employees . have actually been ranked Ans:d Q.131. Suppose you have actually five employees to price. You make a chart of all feasible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you include up the variety of positives for each employee. In this instance, you have used the __ technique of performance appraisal. a) §raphic ranking scale b) constant amount ranking range c) alternation ranking d) paired compariboy Ans:d 0.132. The the majority of famous strategy for ranking employees is the __ strategy. a) graphic ranking range b) consistent sum ranking range c) alternation ranking d) paired comparison Ans:c 0.133. Forced distribution refers to an appraisal technique, which __ a) is based on development made towards the accomplishment of measurable purposes b) combines the benefits of narratives, instrumental cases, and also quantified scales by assigning scale points with particular examples of excellent or bad performance c) requires that the supervisor save a log of positive and also negative examples of a subordinate"s occupational behavior d) requires a supervisor to evaluate performance by assigning predetermined percenteras of those being rated right into performance categories Ans:d 0.134. When a supervisor evaluates performance by assigning preidentified percenteras of prices into performance categories, he or she has supplied the __ strategy of performance appraisal. a) graphic ranking scale b) constant sum ranking scale c) paired comparison d) forced circulation Ans:d 0.135. John, the supervisor of the production department, is in the process of evaluating his staff"s performance. He has actually identified that 15% of the team will certainly be established as high performers, 20% as above average performers, 30% as average performers, 20% as listed below average performers, and also 15% as poor performers. John is making use of a __ method. a) graphic rating scale b) continuous amount ranking scale c) required circulation d) alternation ranking Ans:cMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.136. Which of the following measurement methods rates employee performance loved one to other employees? a) graphic rating range b) required distribution c) likert range d) constant sums rating Ans:b 0.137. With the __ technique, the supervisor keeps a log of positive and also negative examples of a subordinate"s work-related habits. a) alternation ranking b) required circulation c) narrative develops d) crucial incident Ans:d 0.138. The critical event method describes an appraisal approach, which a) is based on development made toward the accomplishment of measurable purposes b) combines the benefits of narratives, crucial occurrences, and quantified scales by assigning range points with specific examples of good or bad performance c) requires that the supervisor store a log of positive and also negative examples of a subordinate"s occupational habits d) requires a supervisor to evaluate performance by assigning preestablished percentages of those being rated into performance categories Ans: c 0.139. All of the following are advantages of using the crucial incident method for appraising performance except that __ " a) it offers examples of great performance b) it does not include a numerical rating c) it provides examples of bad performance d) it reflects performance from throughout the appraisal duration Ans: b 0.140. Which appraisal strategy combines the benefits of narratives, critical occurrences, and quantified scales by assigning range points via particular examples of great or negative performance? a) behaviorally anchored rating range b) graphic rating scale c) constant sums rating scale d) none of the over Ans: a 0.141. Behaviorally anchored rating scale (BARS) describes an appraisal strategy, which a) is based upon progression made towards the success of measurable objectives b) combines the benefits of narratives, instrumental events, and also quantified scales by assigning range points through specific examples of good or bad performance c) requires that the supervisor save a log of positive and negative examples of a subordinate"s occupational habits d) needs a supervisor to evaluate performance by assigning prefigured out percenteras of those being rated right into performance categories Ans:b MCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.142. The initially action in occurring a behaviorally anchored rating scale is to __ " a) construct performance dimensions b) generate critical incidents c) realsituate events d) range cases Ans:b Q.143. Which action in occurring a behaviorally anchored rating scale requires clustering crucial events right into a smaller set of performance dimensions? a) first b) second c) third d) fifth Ans:b 0.144. Which step in arising a behaviorally anchored rating range requires clustering interpretations and crucial occurrences, reassigning each incident to the cluster where rt fits ideal and then determining the level of agreement among the group regarding the alarea of incidents? a) initially b) second c) 3rd d) fourth Ans:c 0.145. The entire complying with are benefits of behaviorally anchored rating scales (BARS) except that they __ . a) are more accurate b) administer clearer requirements c) are time consuming d) are trustworthy Ans:c 0.146. Management by objectives (MBO) describes an appraisal strategy, which a) is based on progression made toward the success of measurable goals a) combines the benefits of narratives, critical cases, and quantified scales by assigning range points through particular examples of good or negative performance b) needs that the supervisor keep a log of positive and also negative examples of a subordinate"s occupational behavior c) calls for a supervisor to evaluate performance by assigning predetermined percentperiods of those being rated right into performance categories Ans:a 0.147. Which of the following is a problem with making use of MBO? a) a propensity to collection unclear objectives b) it is time consuming c) tug of war between subordinate and also manager about objectives d) all of the above Ans:dMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.148. The required distribution method is similar to grading on a curve meaning that preestablished percenteras of those being rated are put right into performance categories. a) True b) False Ans:b 0.149. Graphic rating scales are subject to all of the adhering to difficulties other than __ . a) unclear criteria b) halo effects c) complexity d) central tendency Ans:c 0.150. When various supervisors specify levels of performance (good, fair, poor) in different ways, unfair appraisals could result because of a difficulty with __ . a) unclear standards b) halo results c) intricacy d) central tendency Ans:a 0.151. __ is defined as the influence of a rater"s general impression on ratings of certain ratee features. a) Impression management b) Halo result c) Central tendency d) Stereotyping Ans: b 0.152. Jachild is primarily thought about unfriendly at work-related. His supervisor prices him low on the trait "gets along well via others" but also prices him lower on various other traits unregarded socialization at occupational. Jason"s performance appraisal might be unfair dueto __ a) impression monitoring b) bias c) stereokeying d) halo effects Ans:d 0.153. Some supervisors, as soon as filling in rating scales, tfinish to stop the highs and also lows on the range and also rate the majority of world in the middle. This __ indicates that all employees might be rated average. a) halo result b) stereotyping c) central tendency d) strictness Ans:c 0.154. The ideal way of reducing the problem of main tendency in performance appraisals is to __ . a) rank employees b) be mindful of the difficulty c) train supervisors to avoid it d) impose a circulation for performance Ans:a MCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.155. The __ difficulty occurs as soon as supervisors tend to price all their subordinates consistently high. a) main tendency b) leniency c) strictness d) halo effect Ans:b 0.156. The __ trouble occurs once supervisors tfinish to price all their subordinates repeatedly low. a) main tendency b) leniency c) strictness d) prejudice Ans:c Q.157. Which huge five-personality trait is linked through performance appraisal ratings that are also strict? a) agreeableness b) extravariation c) conscientiousness d) openness Ans:c 0.158. Goals have to be difficult, but not so challenging that they appear impossible or unrealistic. a) True b) False Ans:a 0.159. Which big five personality trait is linked through performance appraisal ratings that are as well lenient? a) agreeableness b) extraversion c) conscientiousness d) openness Ans:a 0.160. The ideal method of reducing the troubles of leniency or strictness in performance appraisals is to __ . a) rank employees b) be aware of the problem c) train supervisors to avoid it d) impose a circulation for performance Ans:dMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.161. When an employee"s personal qualities such as age, race, and also gender influence a supervisor"s evaluation of his or her performance, the trouble of has occurred. a) prejudice b) stereotyping c) halo influence d) strictness Ans:a 0.162. Which of the adhering to can cause a legally questionable appraisal process? a) conduct a task analysis to create criteria and also criteria for successful performance b) base appraisals on subjective supervisory observations c) carry out and score appraisals in a standardized fashion d) use plainly characterized job performance dimensions Ans:b 0.163. Who is in the ideal place to observe and also evaluate an employee"s performance for the functions of a performance appraisal? a) peers b) customers c) rating committees d) immediate supervisor Ans:d 0.164. Performance appraisals might be carried out by __ " a) the immediate supervisor b) peers c) rating committees d) every one of the above Ans:d 0.165. Rating committees, comprised of an employee"s immediate supervisor along with various other supervisors, commonly have actually __ members, a) 2-3 b) 4-5 c) 6-7 d) 8-9 Ans:b 0.166. While peer appraisals have many benefits, one difficulty is __ , when several peers collaboprice to price each other highly, a) social loafing b) group think c) logrolling d) alliance forging Ans:c 0.167. Peer appraisals have been displayed to bring about a(n) __ " a) reduction of social loafing in the team b) reduction of group cohesion c) decrease in satisfaction via the team d) lower job catalyst Ans:aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.168. What usually occurs as soon as employees price themselves in a performance appraisal? a) appraisals are subject to halo results b) logrolling can occur c) ratings are better than when rated by supervisors or peers d) ratings are around the exact same as when identified by peers Ans:c 0.169. Firms that use __ let subordinates anonymously price their.supervisor"s performance, a) downward feedearlier b) upward feedback c) MBO d) narratives Ans:b Q.170. What procedure enables top management to diagnose the monitoring layouts of supervisors, identify potential "people" difficulties, and also take corrective action via individual supervisors as necessary? a) strategic performance appraisal b) organizational advance c) upward feedago d) MBO Ans: c Q.171. When subordinates carry out feedearlier for supervisors, the comments have to be . anonymous because identifiable responses tend to result in __ " a) more crucial ratings b) increased comfort via the process on the part of the subordinate c) more negative mindsets from supervisors receiving the feedearlier d) even more inflated ratings Ans:d Q.172. What is another term for 360-degree feedback? a) feedback loop b) multi-source assessment c) upward feedago d) circle feedearlier Ans: b " Q.173. Which of the following responses is not typical throughout an adverse appraisal interview? a) denial b) anger c) relief d) aggression Ans: cMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.174. You are conducting an appraisal interview via an employee who is satismanufacturing facility, however not promotable, Which inspiration noted listed below would certainly most likely be the leastern efficient for keeping satismanufacturing facility performance in this situation? a) time off b) small bonus c) compliments d) added experienced breakthrough Ans:d Q.175. Which is the easiest type of appraisal interwatch to conduct? a) satisfactory-not promotable b) satisfactory-promotable c) unsatisfactory-correctable d) unsatisfactory-uncorrectable Ans:b 0.176. The alternation ranking strategy is the easiest and most well-known strategy for appincreasing performance. a) True b) False Ans: b 0.177. When conducting an appraisal intersee, supervisors should carry out all of the adhering to except a) talk in terms of objective work-related data b) compare the person"s performance to a conventional c) provide certain examples of bad performance d) compare the person"s performance to that of other employeesAns:d 0.178. When a supervisor need to slam a subordinate in an appraisal intersee, it is bestto __ a) organize the meeting through other human being that have the right to diffusage the negative case b) provide examples of critical events c) acunderstanding the supervisor"s individual biases in the situation d) provide feedback as soon as per year Ans:b 0.179. Top employees regularly outpercreate the average employees by as a lot as 100%. (T; moderate; p. 320) a) True b) False Ans: a Q.180. The alternation ranking strategy combines the benefits of narratives, crucial occurrences, and also quantified scales by anchoring a rating scale with certain behavioral examples of great or bad performance. a) True b) False Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.181. Subordinates might feel dissatisfied through their appraisal intercheck out once they a) feel threatened throughout the intersee b) have actually an possibility to express their concepts c) have an chance to influence the course of the intercheck out d) have actually a constructive interviewer conduct the intercheck out Ans:a 0.182. When actual job duties are appelevated, the idea is to focus on the degree to which the employee exhibits the competencies that the employer values.) a) True b) False Ans:b 0.183. When an employee"s performance is so bad that a composed warning is forced, the warning should __ . a) determine the criteria by which the employee is judged b) carry out examples of employees who met the criteria c) provide examples of times when the employee did meet the requirements d) be sent out to the employee in question, to the manager"s premium, and to the EEO office Ans:a 0.184. Performance Management is: a) The activity where a line manager sets missions for his/her staff b) To construct punitive measures to resolve negative performance c) To ensure all stakeholder needs will be met d) To comply through the demands of HR Ans:c 0.185. Planning of Performance requires: a) Translating the job description into objectives and actions b) Assessing your society c) Setting aligned KPA"s and also Objectives d) Defining a advancement setup for employees Ans: c & d 0.186. Maintaining performance includes: a) Checking up staff to ensure they percreate optimally b) Provide coaching and training wright here gaps exist c) Formal feedago d) Disciplining negative performance Ans: b & d 0.187. The-HR department conducts performance appraisals, creates the appraisal tools, and also monitors the appraisal system. a) True b) False Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.188. Key Value Drivers are: a) The assets of the firm b) The demands and also expectations of all vital stakeholders c) Formally reported in the yearly report d) The basis of strategy and also operational emphasis locations Ans: b & d 0.189. Benefits of a good PM mechanism deserve to include: a) An effective HR Department b) Reduced labour prices c) Imconfirmed communication d) Focsupplied advance Ans: c & d 0.190. Mentoring have the right to be checked out as: a) A trusting relationship and focus on the holistic breakthrough and development of a perkid b) Questions about life, job-related and also ideas c) A incredibly formal relationship d) Job monitoring Ans:a 0.191. Performance-based rewards should: a) Be based on what the agency has budgeted for b) Should be extremely confidential c) Be based upon stretch targets d) Be well-known to staff Ans: c & d 0.192. A Manager at the first level of management is known as a a) Top Executive b) Center manager c) Assembly- line worker d) Supervisor Ans: d Q.193. Normally, supervisors focus on: a) Day-to-day troubles and objectives to be accomplished in one year or less. b) Trying to gain the entire organization to accomplish its purposes. c) Long-selection purposes extfinishing over several years. d) Themselves only and are not came to through business goals. Ans:a Q.194. For a supervisor, conceptual skills would certainly include: a) Recognizing just how the work-related of miscellaneous employees affects the performance of the department overall. b) The specialized knowledge and also field of expertise offered to lug out certain approaches or actions. c) The capacity to connect with, motivate, and also understand world. d) The ability to analyze information and reach good decisions. Ans:aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE Q.195. When supervisors and also supervisors obstacle human being to question their presumptions around the job-related and also consider much better means of doing it, they depend on which set of managerial skills? a) Encouraging innovative thinking b) External security c) Empowering d) Developing Ans:a Q.196. Organizing draws greatly on the supervisor"s: a) Conceptual abilities. b) Good huguy relations skills. c) Technical abilities. d) Decision-making skills. Ans: a 0.197. Monitoring performance and making needed corrections is the monitoring attribute of: a) Leading. c) Staffing. b) Planning. d) Controlling. Ans:d 0.198. Performance appraisals assume that the employee taken what his or her performance standards were. a) True b) False Ans:a 0.199. Higher-level supervisors typically spend a lot of of their time on these 2 administration functions: a) Leading and controlling. c) Leading and arranging. b) Planning and organizing. d) Organizing and managing. Ans:b 0.200. Supervisors" obligations toward employees EXCLUDE a) Giving employees clear instructions. b) Looking for problems and also trying to correct them before employees" performances deterioprice even more. c) Speaking up for employees" interests to optimal management. d) Being inobtainable to subordinates. Ans:d 0.201. The evidence says that participative set purposes repeatedly bring about higher performance than assigned goals. a) True b) False Ans:bMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE 0.202. A new supervisor"s many dependable resource of gaining to understand his/her new employees is probably the. a) Boss. b) Performance appraisals of the new employees. c) Personnel department. d) Employees themselves. Ans:d 0.203. All of the following are suggestions for making the transition smooth for a new supervisor EXCEPT: a) Setting borders on the supervisor"s actions. b) Being a rescuer. c) Figuring out just how to measure success. d) Communicating with everyone. Ans:b 0.204. Which concept comes to the usage of missions to manage performance? a) Probcapacity theory b) Goal theory c) Results concept d) Outcomes theory Ans:b 0.205.
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Supervisors need to provide employees via feedago, advancement, and also incentives essential to aid employees get rid of performance deficiencies or to proceed to perform well. a) True b) False Ans: aMCQ’s – 306HR - PERFORMANCE MANAGEMENTDIMR - PUNE