| 1. |
People are known to be more productive when they: |
| A. | Are knowledgeable of their results through feedback as to how they are performing. |
| B. | Have clear, attainable objectives (also called goals) to achieve. |
| C. | Are involved in setting of tasks and objectives. |
| D. | (a), (b) and (c) |
| Answer» D. (a), (b) and (c) | |
| 2. |
It is necessary to review the goals of the organization to: |
| A. | Create a linkage between units of performance and the preferred organizational goals. |
| B. | Maximize profits of the organization |
| C. | Align the individual and organizational goals |
| D. | Create distinctiveness. |
| Answer» A. Create a linkage between units of performance and the preferred organizational goals. | |
| 3. |
Performance agreement aims at helping |
| A. | The organization to work effectively. |
| B. | Decide the matters of compensation |
| C. | The staff to develop, put in place at least one more chance to meet the expectation of the staff members. |
| D. | Identify the training needs |
| Answer» C. The staff to develop, put in place at least one more chance to meet the expectation of the staff members. | |
| 4. |
An effective performance management helps in |
| A. | Evaluation of a job |
| B. | Evaluation of competitiveness in market |
| C. | Evaluate the decision taking capacity of managers |
| D. | Evaluate the decision taking capacity of the subordinates |
| Answer» A. Evaluation of a job | |
| 5. |
Performance management is an interlinked process because: |
| A. | It interlinks the organization with the globalized market |
| B. | It interlinks with other key processes such as business strategy, employee development, total quality management and other business processes. |
| C. | It interlinks the individual goals with the organizational goals. |
| D. | It interlinks the management and subordinates |
| Answer» B. It interlinks with other key processes such as business strategy, employee development, total quality management and other business processes. | |
| 6. |
Performance management is a continuous process because: |
| A. | It involves the human resource of the organization |
| B. | It involves the work environment of the organization. |
| C. | It involves planning, sharing, measuring, interacting, motivating and development of employees as well as organization |
| D. | It involves the strategies of the organization |
| Answer» C. It involves planning, sharing, measuring, interacting, motivating and development of employees as well as organization | |
| 7. |
Which one of these is function of performance appraisal system? |
| A. | Training and development |
| B. | Compensation strategies |
| C. | Promotion |
| D. | All of the above |
| Answer» D. All of the above | |
| 8. |
Effectiveness of an appraisal system depends upon: |
| A. | The degree of clarity of roles |
| B. | The structure, design and method of appraisal system |
| C. | The level of organizational commitment |
| D. | The degree of honesty in the answers of the appraisal system |
| Answer» B. The structure, design and method of appraisal system | |
| 9. |
What did the Hawthorne experiments discover? |
| A. | That people need to belong to a 'social group' |
| B. | That people need heat and good lighting to work well |
| C. | Money is a motivator |
| D. | It makes no difference how you treat people at work in relation to their behavior. |
| Answer» A. That people need to belong to a 'social group' | |
| 10. |
A distinction can be made between 'hard' and 'soft' types of HRM. Soft HRM can be characterized by: |
| A. | Seeing people as organizational assets |
| B. | A quantitative approach to HRM |
| C. | A mutual commitment of employees and employers to the goals of the organization |
| D. | Being driven by costs |
| Answer» C. A mutual commitment of employees and employers to the goals of the organization | |
| 11. |
The resource based view of the firm is one that believes the key human resources are: |
| A. | Those employees not members of trade unions |
| B. | Knowledge workers |
| C. | Used to create new capabilities that help achieve organisational success |
| D. | Those willing to work overtime |
| Answer» C. Used to create new capabilities that help achieve organisational success | |
| 12. |
Do HR activities have an effect on employee and managerial behavior? |
| A. | Yes, but these effects can be negative as well as positive |
| B. | HR has limited impact on either employee behaviour or managerial |
| C. | HR impacts on employee behaviour but not on managerial |
| D. | No, it is managerial behaviour which impacts on HR |
| Answer» A. Yes, but these effects can be negative as well as positive | |
| 13. |
The view that employees are critical to organizational success is now generally accepted. Does this mean that? |
| A. | All employees have the same value or potential for the organisation |
| B. | It reflects the unprecedented success of HR practitioners to deliver |
| C. | Good management of people will prevail |
| D. | Managing the human resource has become even more important because it is the one resource most difficult to replicate |
| Answer» D. Managing the human resource has become even more important because it is the one resource most difficult to replicate | |
| 14. |
The most common activities performed by HR, which are often outsourced, are: |
| A. | Recruitment an selection |
| B. | Occupational health, payroll, pensions and training |
| C. | Human resource planning |
| D. | Assessment centres |
| Answer» B. Occupational health, payroll, pensions and training | |
| 15. |
Performance management should be seen as a process which is a: |
| A. | Once a year task |
| B. | Twice a year activity |
| C. | Ongoing process or cycle |
| D. | Is engaged in when the appraisals are carried out |
| Answer» C. Ongoing process or cycle | |
| 16. |
What will make some organizations more successful, and therefore more likely to survive and prosper, than others? |
| A. | Creating cultures and systems in which staff can use their talents |
| B. | Creating management systems to ensure high performance from everyone |
| C. | Creating superior organisations |
| D. | Only recruiting talented people |
| Answer» B. Creating management systems to ensure high performance from everyone | |
| 17. |
The aim of performance management is to: |
| A. | Consolidate goal setting. |
| B. | Ensure employee's performance is supporting the company's strategic aims. |
| C. | Ensure employee has the tools needed to perform the job. |
| D. | Evaluate employee's performance against standards. |
| Answer» D. Evaluate employee's performance against standards. | |
| 18. |
The increasing use of performance management reflects: |
| A. | Every employee's efforts must focus on helping the company achieve its strategic goals. |
| B. | The popularity of TQM concepts. |
| C. | Traditional performance appraisals are often counter-productive. |
| D. | All the above. |
| Answer» A. Every employee's efforts must focus on helping the company achieve its strategic goals. | |
| 19. |
Reasons for appraising a subordinate's performance include: |
| A. | Appraisals play a part in the employer's salary raise decisions. |
| B. | The supervisor and the employee together develop a plan for correcting the employee's deficiencies. |
| C. | Appraisals play an integral role in performance management. |
| D. | All the above. |
| Answer» D. All the above. | |
| 20. |
Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees: |
| A. | Have the opportunity to present their ideas and feelings. |
| B. | Have a helpful and constructive supervisor conduct the interview. |
| C. | Do not feel threatened during the interview. |
| D. | All the above. |
| Answer» D. All the above. | |
| 21. |
Which of the following statements about performance management systems is not true? |
| A. | They encourage a short-term view among managers. |
| B. | Recommendations are prescriptive and suggest one best way. |
| C. | They cause stress for employees. |
| D. | They improve organizational performance in the long-term. |
| Answer» A. They encourage a short-term view among managers. | |
| 22. |
The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____. |
| A. | recruitment |
| B. | employee selection |
| C. | performance appraisal |
| D. | organizational development |
| Answer» C. performance appraisal | |
| 23. |
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 _____. |
| A. | strategic organizational development |
| B. | performance management |
| C. | performance appraisal |
| D. | human resource management |
| Answer» B. performance management | |
| 24. |
Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals. |
| A. | goal setting |
| B. | training |
| C. | incentive systems |
| D. | All the above |
| Answer» D. All the above | |
| 25. |
Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis. |
| A. | weekly |
| B. | monthly |
| C. | bi-annual |
| D. | yearly |
| Answer» A. weekly | |
| 26. |
Managers following a traditional performance appraisal system will typically meet with employees on a _____ basis. |
| A. | daily |
| B. | weekly |
| C. | monthly |
| D. | yearly |
| Answer» D. yearly | |
| 27. |
The component of an effective performance management process that communicates the organization’s higher level goals throughout the organization and then translates these goals into departmental goals is called _____. |
| A. | role clarification |
| B. | goal alignment |
| C. | developmental goal setting |
| D. | direction sharing |
| Answer» D. direction sharing | |
| 28. |
The component of an effective performance management process that explains each employee’s role in terms of his or her day-to-day work is called _____. |
| A. | role clarification |
| B. | goal alignment |
| C. | developmental goal setting |
| D. | direction sharing |
| Answer» A. role clarification | |
| 29. |
When using goal setting in performance management, the goals should be _____. |
| A. | difficult |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» D. All the above | |
| 30. |
The philosophy of performance is about: |
| A. | Task of an employee |
| B. | Behavior of the employee |
| C. | Actual outcome or results |
| D. | All the above |
| Answer» D. All the above | |
| 31. |
Performance management should be a process which is a: |
| A. | Once a year task |
| B. | Twice a year activity |
| C. | Ongoing process or cycle |
| D. | Is engaged in when the appraisals are carried out |
| Answer» C. Ongoing process or cycle | |
| 32. |
Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals. |
| A. | goal setting |
| B. | training |
| C. | incentive systems |
| D. | All the above |
| Answer» D. All the above | |
| 33. |
The aim of performance management is to: |
| A. | Ensure employee's performance is supporting the company's strategic aims. |
| B. | Ensure employee has the tools needed to perform the job. |
| C. | Consolidate goal setting. |
| D. | Evaluate employee's performance against standards. |
| Answer» D. Evaluate employee's performance against standards. | |
| 34. |
The increasing use of performance management reflects: |
| A. | Every employee's efforts must focus on helping the company achieve its strategic goals. |
| B. | The popularity of TQM concepts |
| C. | Traditional performance appraisals are often counter-productive. |
| D. | All the above. |
| Answer» D. All the above. | |
| 35. |
The aim of performance management is to |
| A. | evaluate and reward the employee's efforts |
| B. | giving employees the opportunity to regularly discuss performance with their supervisors |
| C. | providing the supervisor with a means of identifying the strengths and weaknesses of an employee's performance. |
| D. | All the above |
| Answer» D. All the above | |
| 36. |
The performance management includes |
| A. | daily and weekly interactions |
| B. | meeting semiannually |
| C. | yearly meetings |
| D. | never meeting with subordinates |
| Answer» A. daily and weekly interactions | |
| 37. |
In performance management, the main feature of performance management is to |
| A. | increase salary |
| B. | planning incentives |
| C. | comparing performance with goals |
| D. | comparing sales figures from last year |
| Answer» C. comparing performance with goals | |
| 38. |
Company's HR team is responsible for |
| A. | training of supervisors |
| B. | monitor appraisal system affectivity |
| C. | training employees |
| D. | All of above |
| Answer» D. All of above | |
| 39. |
Reason that why employers are moving to performance management is |
| A. | total quality |
| B. | appraisal issues |
| C. | strategic planning |
| D. | All of above |
| Answer» D. All of above | |
| 40. |
Which of these is the main purpose of employee assessment? |
| A. | Making correct decisions |
| B. | To effect promotions based on competence and performance |
| C. | Establish job expectations |
| D. | None of the above |
| Answer» B. To effect promotions based on competence and performance | |
| 41. |
How performance appraisal can contribute to a firm's competitive advantage? |
| A. | Ensures legal compliances |
| B. | Minimizing job dissatisfaction and turnover |
| C. | Improves performance |
| D. | All the above |
| Answer» D. All the above | |
| 42. |
From the strategic point of view, in which three categories can an organization be grouped? |
| A. | Defenders |
| B. | Prospectors |
| C. | Analyzers |
| D. | All the above |
| Answer» D. All the above | |
| 43. |
Successful defenders use performance appraisal for identifying ____________. |
| A. | Staffing needs |
| B. | Job behavior |
| C. | Training needs |
| D. | None of the above |
| Answer» C. Training needs | |
| 44. |
Analyzers tend to emphasize both ______ and _______ and employee extensive training programmes. |
| A. | Skill building and skill acquisition |
| B. | Current performance and past performance |
| C. | Strategy and behavior |
| D. | None of the above |
| Answer» A. Skill building and skill acquisition | |
| 45. |
What do successful analyzers tend to examine? |
| A. | Division and corporate performance evaluation |
| B. | Current performance with past performance |
| C. | Ideal appraisal process |
| D. | None of the above |
| Answer» B. Current performance with past performance | |
| 46. |
______ is an objective assessment of an individual's performance against well-defined benchmarks. |
| A. | Performance Appraisal |
| B. | HR Planning |
| C. | Information for goal identification |
| D. | None of the above |
| Answer» A. Performance Appraisal | |
| 47. |
What is linked with performance appraisal? |
| A. | Job Design |
| B. | Development |
| C. | Job analysis |
| D. | None of the above |
| Answer» C. Job analysis | |
| 48. |
Method of keeping and reviewing, record of employees' undesirable behavior at different time intervals is |
| A. | critical incident method |
| B. | forced distribution method |
| C. | alternation ranking method |
| D. | paired comparison method |
| Answer» A. critical incident method | |
| 49. |
An interview, in which supervisor and subordinate review appraisal, is called |
| A. | structured interview |
| B. | unstructured interview |
| C. | appraisal interview |
| D. | hiring interview |
| Answer» C. appraisal interview | |
| 50. |
First step in appraising process is |
| A. | defining job |
| B. | training session |
| C. | feedback session |
| D. | interview sessions |
| Answer» A. defining job | |
| 51. |
When ratings are collected from supervisors, customers and peers, it is called |
| A. | 350-degree feedback |
| B. | 320-degree feedback |
| C. | 360-degree feedback |
| D. | 380-degree feedback |
| Answer» C. 360-degree feedback | |
| 52. |
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? |
| A. | Recruitment |
| B. | Employee selection |
| C. | Performance appraisal |
| D. | Employee orientation |
| Answer» C. Performance appraisal | |
| 53. |
In most organizations, which of the following is primarily responsible for appraising an employee's performance? |
| A. | employee's direct supervisor |
| B. | company appraiser |
| C. | human resources manager |
| D. | EEO representative |
| Answer» A. employee's direct supervisor | |
| 54. |
SMART goals are best described as _ |
| A. | specific, measurable, attainable, relevant, and timely |
| B. | straight forward, meaningful, accessible, real, and tested |
| C. | strategic, moderate, achievable, relevant, and timely |
| D. | specific, measurable, achievable, relevant, and tested |
| Answer» A. specific, measurable, attainable, relevant, and timely | |
| 55. |
All the following are reasons for appraising an employee's performance EXCEPT _______ |
| A. | assisting with career planning |
| B. | correcting any work-related deficiencies |
| C. | creating an organizational strategy map |
| D. | determining appropriate salary and bonuses |
| Answer» C. creating an organizational strategy map | |
| 56. |
Which of the following is NOT one of the recommended guidelines for setting effective employee goals? |
| A. | assigning specific goals |
| B. | assigning measurable goals |
| C. | assigning challenging but doable goals |
| D. | administering consequences for failure to meet goals |
| Answer» D. administering consequences for failure to meet goals | |
| 57. |
The primary purpose of providing employees with feedback during a Performance eappraisal is to motivate employees to _ |
| A. | apply for managerial positions |
| B. | remove any performance deficiencies |
| C. | revise their performance standards |
| D. | enroll in work-related training programs |
| Answer» B. remove any performance deficiencies | |
| 58. |
Aligning and evaluating the employee's performance with company's set goals is called |
| A. | appraisal management |
| B. | performance management |
| C. | hierarchy of management |
| D. | off-the-job training |
| Answer» B. performance management | |
| 59. |
The first step in 'appraising process' is |
| A. | defining the job |
| B. | training session |
| C. | feedback session |
| D. | interview sessions |
| Answer» A. defining the job | |
| 60. |
______ is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. |
| A. | Job evaluation |
| B. | Work evaluation |
| C. | Performance evaluation |
| D. | None of the above |
| Answer» C. Performance evaluation | |
| 61. |
The technique that have been used to evaluate an employee in comparison with other employees |
| A. | Ranking |
| B. | Forced choice |
| C. | Essay evaluation |
| D. | Critical incident technique |
| Answer» A. Ranking | |
| 62. |
Performance management should be seen as a process which is a: |
| A. | Once a year task |
| B. | Twice a year task |
| C. | Ongoing process or cycle |
| D. | Is engaged in when the appraisals are carried out |
| Answer» C. Ongoing process or cycle | |
| 63. |
Many schemes that reward employees and managers for something additional to their normal level of performance fail. Why? |
| A. | The link between extra pay and achievement is unclear |
| B. | They are detrimental to trade union agreements |
| C. | PRP is controversial |
| D. | Everyone should receive the same |
| Answer» A. The link between extra pay and achievement is unclear | |
| 64. |
A performance rating system is: |
| A. | A grade or score relating to overall performance |
| B. | Details of extent to which work objectives were met |
| C. | Last years objectives |
| D. | Achievements during the year |
| Answer» A. A grade or score relating to overall performance | |
| 65. |
To be effective a points based rating systems require: |
| A. | Close management control |
| B. | Comprehensive, reliable and consistent information |
| C. | Objectivity in assessments |
| D. | 360% assessments |
| Answer» B. Comprehensive, reliable and consistent information | |
| 66. |
Key performance indicators are used in situations when: |
| A. | When objectives cannot easily be expressed in terms of numbers |
| B. | When targets might be expressed in terms of delivery of a project |
| C. | When objectives can be established which are supportive or secondary to the organizations central objectives. |
| D. | Objectives that can be quantified using financial values. |
| Answer» C. When objectives can be established which are supportive or secondary to the organizations central objectives. | |
| 67. |
Which of the following is not a type of performance appraisal? |
| A. | 45 degree appraisal. |
| B. | Customer appraisals. |
| C. | Appraisal of managers. |
| D. | Team based appraisal |
| Answer» A. 45 degree appraisal. | |
| 68. |
Why might an organization use multiple systems of appraisal? Select all that apply. |
| A. | To prevent the misuse of performance appraisal systems by line managers. |
| B. | Different systems for different part of the organization. |
| C. | Different systems for different organizational groups. |
| D. | To provide employees with a choice of methods. |
| Answer» B. Different systems for different part of the organization. | |
| 69. |
Which of the following is not a reason why performance appraisal is used by organizations? |
| A. | To allocate financial rewards. |
| B. | To clarify and define performance expectations. |
| C. | To determine promotion. |
| D. | Because it is a legal requirement. |
| Answer» D. Because it is a legal requirement. | |
| 70. |
What is the meaning of upward appraisal? |
| A. | Line managers rate the performance of employees. |
| B. | Employees rate the performance of their manager. |
| C. | Senior managers rate the performance of line managers. |
| D. | Employees rate the performance of their peers. |
| Answer» B. Employees rate the performance of their manager. | |
| 71. |
What is meant by 360 degree appraisal? |
| A. | A system where the line manager rates subordinates simultaneously. |
| B. | A system where feedback is obtained from peers subordinates and supervisors. |
| C. | A system where a senior manager rates all line managers simultaneously. |
| D. | A system where every employee rates another employee chosen at random. |
| Answer» B. A system where feedback is obtained from peers subordinates and supervisors. | |
| 72. |
Which of the following statements about 360 degree appraisal is not true? |
| A. | 360 degree appraisal may be linked to pay awards. |
| B. | 360 degree appraisal is normally conducted anonymously. |
| C. | 360 degree appraisal has origins in the 1970s US army. |
| D. | The data generated is normally highly accurate, valid and meaningful. |
| Answer» D. The data generated is normally highly accurate, valid and meaningful. | |
| 73. |
What is the purpose of a 'mystery shopper'? |
| A. | A person who pretends to be a manager to test the service process. |
| B. | A person pretends to be a real customer to test the service encountered. |
| C. | A person who pretends to be an employee to test service process. |
| D. | A person who works for a competitor and pretends to be a customer to test the service encountered. |
| Answer» B. A person pretends to be a real customer to test the service encountered. | |
| 74. |
Which of the following statements is not true? |
| A. | Some performance appraisal systems have become bureaucratic. |
| B. | The introduction of performance appraisal in the public sector has been controversial. |
| C. | Deming believed performance appraisal was central to quality management. |
| D. | Some line managers do not take the appraisal processes seriously. |
| Answer» C. Deming believed performance appraisal was central to quality management. | |
| 75. |
Employees with …….. need for achievement desire challenging jobs over which they have control |
| A. | Low |
| B. | Medium |
| C. | High |
| D. | No |
| Answer» C. High | |
| 76. |
Which statement about job satisfaction is most correct |
| A. | It causes performance |
| B. | It can affect turnover |
| C. | It cannot be measured |
| D. | It does not affect absenteeism |
| Answer» C. It cannot be measured | |
| 77. |
Job analysis is a process of gathering information about the |
| A. | Job holder |
| B. | Job |
| C. | Management |
| D. | Organization |
| Answer» C. Management | |
| 78. |
The final process of a job analysis is the preparation of two statements, namely, |
| A. | Job observation and job description |
| B. | Job specification and job observation |
| C. | Job description and job specification |
| D. | None of the above |
| Answer» B. Job specification and job observation | |
| 79. |
The process of grouping of similar types of works together is known as |
| A. | Job classification |
| B. | Job design |
| C. | Job evaluation |
| D. | Job description |
| Answer» A. Job classification | |
| 80. |
The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as |
| A. | Job evaluation |
| B. | Job design |
| C. | Job specification |
| D. | Job description |
| Answer» A. Job evaluation | |
| 81. |
The written statement of the findings of job analysis is called |
| A. | Job design |
| B. | Job classification |
| C. | Job description |
| D. | Job evaluation |
| Answer» A. Job design | |
| 82. |
Designing a job according to the worker’s physical strength and ability is known as |
| A. | Ergonomics |
| B. | Task assortment |
| C. | Job autonomy |
| D. | None of the above |
| Answer» D. None of the above | |
| 83. |
Which of the following is not a component of job design? |
| A. | Job enrichment |
| B. | Job rotation |
| C. | Job reengineering |
| D. | Job outsourcing |
| Answer» A. Job enrichment | |
| 84. |
Moving employees from one job to another in a predetermined way is call |
| A. | Job rotation |
| B. | Job reengineering |
| C. | Work mapping |
| D. | Job enrichment |
| Answer» A. Job rotation | |
| 85. |
Stress that result in negative energy and decreases performance and health. |
| A. | Distress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» B. Worries | |
| 86. |
A non stress prone person who is relaxed, agreeable and easy going. |
| A. | Type A personality |
| B. | Type B personality |
| C. | Pessimist |
| D. | Stressors |
| Answer» A. Type A personality | |
| 87. |
A person who looks at the positive aspects of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» A. Optimist | |
| 88. |
A mentally or emotionally disquieting response to a difficult condition or situation. |
| A. | Stress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» A. Stress | |
| 89. |
Sources of stress |
| A. | Stressors |
| B. | Worries |
| C. | Strain |
| D. | Distress |
| Answer» D. Distress | |
| 90. |
Which of the following are guidelines for drafting and maintaining a good job description? |
| A. | Indicating the scope and nature of the work and all important relationships |
| B. | Indicating the work and duties of the position |
| C. | Explaining the supervisory responsibility to the individuals |
| D. | All the above |
| Answer» D. All the above | |
| 91. |
One of the main reasons for the negative attitude of employees towards performance appraisal is |
| A. | It is associated with pay |
| B. | It gives away how bad they are |
| C. | It tends to become subjective because of poor implementation |
| D. | It is not useful for any other organizational activity |
| Answer» C. It tends to become subjective because of poor implementation | |
| 92. |
Supratim has been promoted to the post of an Area Sales Manager just last week, but finds himself lacking in some areas. His performance can be improved by |
| A. | Reprimanding him |
| B. | Training him |
| C. | Linking his pay to performance |
| D. | Providing him with an assistant |
| Answer» B. Training him | |
| 93. |
What do performance appraisals measure? |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | All the above |
| Answer» D. All the above | |
| 94. |
If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____. |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | achievement of objectives |
| Answer» C. employee competency | |
| 95. |
If a performance appraisal focuses on an employee’s quality and 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. | achievement of objectives |
| Answer» A. generic dimensions of performance | |
| 96. |
Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? |
| A. | peers |
| B. | customers |
| C. | rating committees |
| D. | immediate supervisor |
| Answer» D. immediate supervisor | |
| 97. |
The M in the acronym for SMART goals stands for _____. |
| A. | moderate |
| B. | measurable |
| C. | meaningful |
| D. | mid-range |
| Answer» B. measurable | |
| 98. |
The A in the acronym for SMART goals stands for _____. |
| A. | actionable |
| B. | appropriate |
| C. | attainable |
| D. | attitude |
| Answer» C. attainable | |
| 99. |
Which of the following is not one of the guidelines for effective goal setting? |
| A. | assign specific goals |
| B. | assign challenging but doable goals |
| C. | assign consequences for performance |
| D. | encourage participation |
| Answer» D. encourage participation | |
| 100. |
Participatively set goals result in higher performance than assigned goals when _____. |
| A. | participatively set goals are more difficult |
| B. | assigned goals are more difficult |
| C. | the rewards are also higher |
| D. | participatively set goals are used consistently |
| Answer» A. participatively set goals are more difficult | |