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. | |
| 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 | |
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