1. When using goal setting in performance management, the goals should be _____.
Correct : D. All the above
2. Goals should be ____________, but not so difficult that they appear impossible or
unrealistic.
Correct : B. challenging
3. Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
Correct : C. Performance appraisal
4. All the following are reasons for appraising an employee's performance EXCEPT _
Correct : C. creating an organizational strategy map
5. Which theory concerns the use of objectives to manage performance?
Correct : B. Goal theory
6. Organizing draws heavily on the supervisor's:
Correct : A. Conceptual skills.
7. For a supervisor, conceptual skills would include:
Correct : A. Recognizing how the work of various employees affects the performance of the department as a whole.
8. Planning of Performance requires:
Correct : C. Setting aligned KPA's and Objectives
9. Performance Management is:
Correct : C. To ensure all stakeholder requirements will be met
10. Maintaining performance includes:
Correct : C. Formal feedback and Disciplining poor performance
11. Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?
Correct : A. conducting appraisals of employees
12. What is the first step in the appraisal process?
Correct : B. defining the job
13. When designing an actual appraisal method, the two basic considerations are
Correct : D. what to measure and how to measure
14. All of the following are usually measured by a graphic rating scale EXCEPT_,
Correct : C. performance of co-workers
15. Which of the following is the easiest and most popular technique for appraising employee
performance?
Correct : B. graphic rating scale
16. Which performance appraisal technique lists traits and a range of performance values for
each trait?
Correct : B. graphic rating scale
17. 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?
Correct : D. Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.
18. Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
Correct : D. alternation ranking method
19. Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories?
Correct : D. forced distribution
20. 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?
Correct : D. paired comparison
21. The process that enables manager to make comparison between employee's and his department goals is
Correct : B. goal alignment
22. An integral part of feedback process is
Correct : D. coaching and development support
23. In 360-degree feedback, the ratings are collected from
Correct : D. all of above
24. When the action plan is prepared for correcting performance deficiencies is
Correct : C. unsatisfactory-correctable interview
25. The quality and timeliness of work is classified as
Correct : A. "what you are measuring"
26. The employers generally use feedback to
Correct : A. employee development
27. The building blocks of performance management are
Correct : D. 6
28. The disadvantage of graphic rating scale is
Correct : C. central tendency
29. One of the following is future oriented appraisal technique.
Correct : A. MBO
30. The basis of performance standards is:
Correct : C. Employee
31. 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:
Correct : D. Because of barriers created to reduce performance
32. Performance plans to be successful and sustainable the plan must
Correct : D. All of the above
33. Key performance indicators are used in situations when:
Correct : C. When objectives can be established which are supportive or secondary to the organisations central objectives
34. Which of the following is not a major personnel selection method?
Correct : A. Focus groups
35. Work-sample tests:
Correct : D. Require candidates to conduct a sample of the work required for the job
36. Which of the following is not a major evaluative standard for personnel selection procedures?
Correct : D. Faith validity
37. The statistical technique of meta-analysis:
Correct : D. Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation
38. Selection interviews are likely to be subjective, unreliable and vulnerable to bias if:
Correct : B. The interviewers use their empathy and intuition to evaluate each interviewee
39. In general, it has been shown that the single best predictor of job performance across different jobs and organizational settings is which of the following?
Correct : C. Cognitive ability tests
40. Which of the following situations does not necessarily lead to bias and unfairness to certain groups in selection?
Correct : B. A psychometric test produces different test scores for different subgroups of candidates
41. Reward management in the modern era involves:
Correct : B. A total reward approach
42. How organizations should be rewarding their employees is based:
Correct : B. Is arbitrary
43. Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because:
Correct : A. They are viewed as 'hygiene factors'
44. Circumstances in which rewards normally impact on behavior are:
Correct : B. When the wage or salary is seriously out of line with expectations
45. The individual most associated with first recognizing the link between pay and performance was:
Correct : B. F.W Taylor
46. The incentivized level of effort and performance can only be accessed through additional financial payments that are between:
Correct : C. 25 - 33%
47. A set wage or salary is an expression of what type of reward?
Correct : A. Rewards as rights
48. Paying people, a monthly salary would not be suitable in which circumstances?
Correct : C. When overtime varies, and is a large part of the remuneration
49. Annualized hours refers to:
Correct : D. Calculating working time on an annual rather than a weekly basis
50. The defining feature of incremental payment systems is:
Correct : C. Length of service
51. Performance appraisals serve as building blocks of
Correct : B. Career planning
52. Which of the following technique is least susceptible to personal bias?
Correct : D. BARS
53. A disadvantage of rating scales is
Correct : D. Quantitative of scores
54. The simplest and most popular technique for appraising performance is the _____ method.
Correct : A. Alternation ranking
55. The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order.
Correct : D. Alternation ranking
56. Supervisors using the forced distribution appraisal method can protect against
bias claims by:
Correct : B. Appointing a review committee.
57. A problem(s) with management by objectives is (are) that it can:
Correct : C. 1 and 2
58. Rating an employee high on several traits because he or she does one thing well
is called the:
Correct : D. Unclear standards.
59. Which of the following is not a role played by the HR department regarding performance appraisals?
Correct : C. Appraising of employees
60. When designing an actual appraisal method, the two basic considerations are _____.
Correct : D. what to measure and how to measure
61. The most popular technique for appraising performance is the ______ method.
Correct : B. graphic rating scale
62. Which performance appraisal technique lists traits and a range of performance?
Correct : B. graphic rating scale
63. What do performance appraisals measure?
Correct : D. all of the above
64. Who is the primary person responsible for doing the actual appraising of an employee’s
performance?
Correct : A. the employee’s direct supervisor
65. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal.
Correct : D. paired comparison
66. Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to _____.
Correct : D. halo effects
67. What is another term for 360-degree feedback?
Correct : B. multi-source assessment
68. Rating of all employees equal such as 'good' is called
Correct : D. central tendency
69. New performance appraisal systems and incentives usage is part of
Correct : D. reinforcement of new programs
70. Which of these is an issue while designing an appraisal programme?
Correct : B. What methods of appraisal are to be used
71. When appraisals are made by superiors, peers, subordinates and clients then it is called ____.
Correct : A. 360 degree feedback
72. Which company first developed the 360 degree system of appraisal?
Correct : C. General Electric, US in 1992
73. Which factors lower the accuracy rate of the rater?
Correct : D. The rater is unable to express himself or herself honestly and unambiguously
74. Which is the simplest and most popular technique for appraising employee performance?
Correct : A. Rating Scales
75. Which of these is a major weakness of the forced distribution method?
Correct : A. Assumes that employee performance levels always conform to a normal distribution
76. What do behaviourally anchored scales represent?
Correct : C. A range of descriptive statements of behaviour varying from the least to the most effective
77. Who conducts the field review method?
Correct : D. Someone from corporate office or the HR department
78. Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?
Correct : B. harm to employee morale
79. The first step in developing a behaviorally anchored rating scale is to _________
Correct : B. generate critical incidents
80. Wilson Consulting is a management 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 direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
Correct : D. Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.
81. Which of the following best describes a behaviorally anchored rating scale?
Correct : B. combination of narrative critical incidents and quantified performance scales
82. Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?
Correct : B. develop performance dimensions
83. What is the primary disadvantage of developing a behaviorally anchored rating scale?
Correct : C. unreliable
84. Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?
Correct : B. management by objective
85. It is most important that supervisors who choose management by objectives as a
performance appraisal tool use __________
Correct : A. SMART goals
86. All the following are benefits of using computerized or Web-based performance appraisal
systems EXCEPT _________
Correct : D. enabling managers to monitor employees' computers
87. Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?
Correct : B. halo effect
88. The performance management distinct feature is
Correct : B. continuous re-evaluating
89. When the person's performance is not satisfactory but can be improved is
Correct : C. unsatisfactory-correctable interview
90. The 'unclear standards' usually results in
Correct : D. Both A and B
91. The meaning of 'direction sharing' is
Correct : C. communicating company's higher-level goals
92. When the person's performance is satisfactory but not promotable, such type of an interview is
Correct : B. satisfactory-not promotable interview
93. The human resource department plays/serves as
Correct : A. advisory role
94. An advantage of Management by Objectives (MBO) is
Correct : B. jointly agreed performance objectives
95. The situation, subordinates collude to rate high with each other, known as
Correct : A. logrolling
96. A company's HR team is responsible for
Correct : D. all of above
97. The steps involves in employer's movement for performance management is
Correct : D. all of above
98. A dyadic relationship between two persons: a manager who is offering help, and employee to whom such help is given.
Correct : A. Counselling
99. It is a relationship in which at least one of the parties has the intent of promoting the growth, development, maturity, improved functioning, improved coping with life of other.
Correct : B. Helping
100. An adjustment in your attitude and behavior towards meeting daily demand.