Performance Management And Appraisal MCQs

Option A: communicating line authority

Option B: staff authority

Option C: communicating company’s higher-level goals

Option D: communicating future HR policies

Correct Answer: C. communicating company’s higher-level goals ✔

Option A: graphic rating scale method

Option B: management by objectives

Option C: alternation ranking method

Option D: paired comparison method

Correct Answer: paired comparison method ✔

Option A: unfair appraisals

Option B: fake appraisals

Option C: true appraisals

Option D: Both A and B

Correct Answer: Both A and B ✔

Option A: halo effect

Option B: bias

Option C: central tendency

Option D: difficult to develop

Correct Answer: difficult to develop ✔

Option A: critical incident method

Option B: forced distribution method

Option C: behaviorally anchored rating scale

Option D: paired comparison method

Correct Answer: behaviorally anchored rating scale ✔

Option A: avoids central tendency and biases

Option B: avoids central tendency and biases

Option C: provides behavioral anchors

Option D: end up with predetermined rating figures

Correct Answer: end up with predetermined rating figures ✔

Option A: lenient/strict tendency

Option B: biasing tendency

Option C: central tendency

Option D: different tendencies

Correct Answer: lenient/strict tendency ✔

Option A: difficult to develop

Option B: cause of disagreements

Option C: time consuming

Option D: ranking is based on employer’s cutoff points

Correct Answer: D. ranking is based on employer’s cutoff points ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: unsatisfactory-correctable interview ✔

Option A: avoids central tendency and biases

Option B: avoids central tendency and biases

Option C: provides behavioral anchors

Option D: ongoing basis evaluation

Correct Answer: ongoing basis evaluation ✔

Option A: continuous evaluating

Option B: continuous re-evaluating

Option C: never evaluating performances

Option D: evaluating for salary purposes

Correct Answer: continuous re-evaluating ✔

Option A: graphic rating scale method

Option B: forced distribution method

Option C: alternation ranking method

Option D: paired comparison method

Correct Answer: forced distribution method ✔

Option A: halo effect

Option B: bias

Option C: central tendency

Option D: all of above

Correct Answer: all of above ✔

Option A: direction sharing

Option B: goal alignment

Option C: ongoing performance monitoring

Option D: ongoing feedback

Correct Answer: ongoing performance monitoring ✔

Option A: 3

Option B: 4

Option C: 5

Option D: 6

Correct Answer: 6 ✔

Option A: employee development

Option B: avoid central tendency and biases

Option C: rank someone

Option D: hire the employee

Correct Answer: employee development ✔

Option A: “what you are measuring”

Option B: “how you are measuring

Option C: “what are the set standards”

Option D: “the rules of performance appraisals

Correct Answer: A. “what you are measuring” ✔

Option A: lenient/strict tendency

Option B: bias

Option C: central tendency

Option D: different tendencies

Correct Answer: bias ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: unsatisfactory-correctable interview ✔

Option A: supervisors

Option B: subordinates

Option C: peers

Option D: all of above

Correct Answer: all of above ✔

Option A: direction sharing

Option B: goal alignment

Option C: ongoing performance monitoring

Option D: coaching and development support

Correct Answer: coaching and development support ✔

Option A: 350-degree feedback

Option B: 320-degree feedback

Option C: 360-degree feedback

Option D: 380-degree feedback

Correct Answer: 360-degree feedback ✔

Option A: defining the job

Option B: training session

Option C: feedback session

Option D: interview sessions

Correct Answer: defining the job ✔

Option A: appraisal management

Option B: performance management

Option C: hierarchy of management

Option D: off-the-job training

Correct Answer: performance management ✔

Option A: critical incident method

Option B: forced distribution method

Option C: alternation ranking method

Option D: paired comparison method

Correct Answer: critical incident method ✔

Option A: structured interview

Option B: unstructured interview

Option C: appraisal interview

Option D: hiring interview

Correct Answer: appraisal interview ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: satisfactory-not promotable interview ✔

Option A: daily and weekly interactions

Option B: meeting semiannually

Option C: yearly meetings

Option D: never having meeting with subordinates

Correct Answer: daily and weekly interactions ✔

Option A: halo effect

Option B: Deja vu effect

Option C: narrow effect

Option D: none of above

Correct Answer: halo effect ✔

Option A: is simple to use

Option B: avoids central tendency and biases

Option C: ends up with predetermined rating figures

Option D: provides behavioral anchors

Correct Answer: avoids central tendency and biases ✔

Option A: direction sharing

Option B: goal alignment

Option C: rewards and recognition

Option D: coaching and development support

Correct Answer: rewards and recognition ✔

Option A: direction sharing

Option B: goal alignment

Option C: ongoing performance monitoring

Option D: ongoing feedback

Correct Answer: ongoing feedback ✔

Option A: performance appraisal

Option B: training results

Option C: hiring tests

Option D: in-house development

Correct Answer: performance appraisal ✔

Option A: graphic rating scale method

Option B: management by objectives

Option C: alternation ranking method

Option D: in-house development

Correct Answer: graphic rating scale method ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: satisfactory-promotable interview ✔

Option A: continuous improvement

Option B: discontinue improvement

Option C: performance reviews

Option D: both A and C

Correct Answer: both A and C ✔

Option A: defining the job

Option B: training session

Option C: feedback session

Option D: interview sessions

Correct Answer: feedback session ✔

Option A: lenient/strict tendency

Option B: bias

Option C: central tendency

Option D: different tendencies

Correct Answer: bias ✔

Option A: assessment of employee performance

Option B: setting work standards

Option C: providing feedback to the employees

Option D: all of above

Correct Answer: all of above ✔

Option A: difficult to develop

Option B: cause disagreements

Option C: time consuming

Option D: difficult to rate

Correct Answer: cause disagreements ✔

Option A: a satisfactory-promotable interview

Option B: a satisfactory-not promotable interview

Option C: an unsatisfactory-correctable interview

Option D: an unsatisfactory-uncorrectable interview

Correct Answer: a satisfactory-promotable interview ✔

Option A: direction sharing

Option B: goal alignment

Option C: ongoing performance monitoring

Option D: ongoing feedback

Correct Answer: goal alignment ✔

Option A: graphic rating scale method

Option B: management by objectives

Option C: alternation ranking method

Option D: paired comparison method

Correct Answer: alternation ranking method ✔

Option A: increase salary

Option B: planning incentives

Option C: comparing performance with goals

Option D: comparing sales figures from last year

Correct Answer: comparing performance with goals ✔

Option A: simple to use

Option B: avoids central tendency and biases

Option C: ends up with predetermined rating figures

Option D: an ongoing basis evaluation

Correct Answer: simple to use ✔

Option A: training communication

Option B: quality management

Option C: own motivation

Option D: both A and B

Correct Answer: both A and B ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: satisfactory-not promotable interview ✔

Option A: performance appraisal

Option B: compensation

Option C: counseling

Option D: design of evaluation

Correct Answer: performance appraisal ✔

Option A: difficult to develop

Option B: cause of disagreements

Option C: time consuming

Option D: difficult to rate

Correct Answer: time consuming ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: satisfactory-promotable interview ✔

Option A: “What you are measuring?”

Option B: “how you are measuring performance”

Option C: “what are the set standards”

Option D: “the rules of performance appraisals”

Correct Answer: B. “how you are measuring performance” ✔

Option A: goal oriented

Option B: performance oriented

Option C: sales oriented

Option D: none of above

Correct Answer: goal oriented ✔

Option A: fire the employee

Option B: motivate the employee

Option C: counsel the employee

Option D: hire the employee

Correct Answer: motivate the employee ✔

Option A: set standards

Option B: performance in previous years

Option C: performance in last job

Option D: none of above

Correct Answer: set standards ✔

Option A: simple to use

Option B: avoids central tendency and biases

Option C: ends up with predetermined rating figures

Option D: providing behavioral anchors

Correct Answer: providing behavioral anchors ✔

Option A: logrolling

Option B: dialog rolling

Option C: up rating

Option D: lenient/strict tendency

Correct Answer: logrolling ✔

Option A: lenient/strict tendency

Option B: bias

Option C: central tendency

Option D: different tendencies

Correct Answer: bias ✔

Option A: difficult to develop

Option B: cause of disagreements

Option C: time consuming

Option D: difficult to rate

Correct Answer: difficult to rate ✔

Option A: it avoids central tendency and biases

Option B: it jointly agreed performance objectives

Option C: it provides behavioral anchors

Option D: it provides ongoing basis evaluation

Correct Answer: it jointly agreed performance objectives ✔

Option A: advisory role

Option B: line authority

Option C: hiring department only

Option D: training department only

Correct Answer: advisory role ✔

Option A: satisfactory-promotable interview

Option B: satisfactory-not promotable interview

Option C: unsatisfactory-correctable interview

Option D: unsatisfactory-uncorrectable interview

Correct Answer: unsatisfactory-uncorrectable interview ✔

Option A: lenient tendency

Option B: strict tendency

Option C: biasing tendency

Option D: central tendency

Correct Answer: central tendency ✔

Option A: total quality

Option B: appraisal issues

Option C: strategic planning

Option D: all of above

Correct Answer: all of above ✔

Option A: training of supervisors

Option B: monitor the appraisal system affectivity

Option C: training the employees

Option D: all of above

Correct Answer: all of above ✔

Option A: tell-and-listen

Option B: tell- and-sell

Option C: problem solving

Option D: all of above

Correct Answer: all of above ✔