McqMate
These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Bachelor of Business Administration in Human Resource Management (BBA HRM) , Master of Business Administration (MBA) .
Chapters
| 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. | |
Done Studing? Take A Test.
Great job completing your study session! Now it's time to put your knowledge to the test. Challenge yourself, see how much you've learned, and identify areas for improvement. Don’t worry, this is all part of the journey to mastery. Ready for the next step? Take a quiz to solidify what you've just studied.