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
| 101. |
When using goal setting in performance management, the goals should be _____. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» D. All the above | |
| 102. |
Goals should be ____________, but not so difficult that they appear impossible or unrealistic. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» B. challenging | |
| 103. |
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 | |
| 104. |
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 | |
| 105. |
Which theory concerns the use of objectives to manage performance? |
| A. | Probability theory |
| B. | Goal theory |
| C. | Results theory |
| D. | Outcomes theory |
| Answer» B. Goal theory | |
| 106. |
Organizing draws heavily on the supervisor's: |
| A. | Conceptual skills. |
| B. | Good human relations skills. |
| C. | Technical skills. |
| D. | Decision-making skills. |
| Answer» A. Conceptual skills. | |
| 107. |
For a supervisor, conceptual skills would include: |
| A. | Recognizing how the work of various employees affects the performance of the department as a whole. |
| B. | The specialized knowledge and expertise used to carry out particular techniques or procedures. |
| C. | The ability to communicate with, motivate, and understand people. |
| D. | The ability to analyze information and reach good decisions. |
| Answer» A. Recognizing how the work of various employees affects the performance of the department as a whole. | |
| 108. |
Planning of Performance requires: |
| A. | Translating the job description into objectives and measures |
| B. | Assessing your culture |
| C. | Setting aligned KPA's and Objectives |
| D. | All of the above |
| Answer» C. Setting aligned KPA's and Objectives | |
| 109. |
Performance Management is: |
| A. | The activity where a line manager sets objectives for his/her staff |
| B. | To develop punitive steps to address poor performance |
| C. | To ensure all stakeholder requirements will be met |
| D. | To comply with the requirements of HR |
| Answer» C. To ensure all stakeholder requirements will be met | |
| 110. |
Maintaining performance includes: |
| A. | Checking up staff to ensure they perform optimally |
| B. | Provide coaching and training where gaps exist |
| C. | Formal feedback and Disciplining poor performance |
| D. | None of the above |
| Answer» C. Formal feedback and Disciplining poor performance | |
| 111. |
Which of the following is most likely NOT a role played by the HR department in the performance appraisal process? |
| A. | conducting appraisals of employees |
| B. | monitoring the effectiveness of the appraisal system |
| C. | providing performance appraisal training to supervisors |
| D. | ensuring the appraisal system's compliance with EEO laws |
| Answer» A. conducting appraisals of employees | |
| 112. |
What is the first step in the appraisal process? |
| A. | giving feedback |
| B. | defining the job |
| C. | administering the appraisal tool |
| D. | making plans to provide training |
| Answer» B. defining the job | |
| 113. |
When designing an actual appraisal method, the two basic considerations are |
| A. | who should measure and when to measure |
| B. | when to measure and what to measure |
| C. | what to measure and who should measure |
| D. | what to measure and how to measure |
| Answer» D. what to measure and how to measure | |
| 114. |
All of the following are usually measured by a graphic rating scale EXCEPT_, |
| A. | generic dimensions of performance |
| B. | performance of 'actual duties |
| C. | performance of co-workers |
| D. | achievement of Objectives |
| Answer» C. performance of co-workers | |
| 115. |
Which of the following is the easiest and most popular technique for appraising employee performance? |
| A. | alternation ranking |
| B. | graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» B. graphic rating scale | |
| 116. |
Which performance appraisal technique lists traits and a range of performance values for each trait? |
| A. | behaviourally anchored rating scale |
| B. | graphic rating scale |
| C. | forced distribution |
| D. | critical incident |
| Answer» B. graphic rating scale | |
| 117. |
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? |
| A. | The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. |
| B. | Employees in Suzanne's department who are categorized in the bottom 10% of the firm's employees will be immediately dismissed. |
| C. | Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. |
| D. | Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. |
| Answer» D. Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. | |
| 118. |
Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits? |
| A. | digital dashboard |
| B. | critical incident method |
| C. | graphic rating scale |
| D. | alternation ranking method |
| Answer» D. alternation ranking method | |
| 119. |
Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories? |
| A. | behaviorally anchored rating scale |
| B. | graphic ranking scale |
| C. | alternation ranking |
| D. | forced distribution |
| Answer» D. forced distribution | |
| 120. |
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? |
| A. | comparison ranking scale |
| B. | graphic ranking scale |
| C. | alternation ranking |
| D. | paired comparison |
| Answer» D. paired comparison | |
| 121. |
The process that enables manager to make comparison between employee's and his department goals is |
| A. | direction sharing |
| B. | goal alignment |
| C. | rewards and recognition |
| D. | coaching and development support |
| Answer» B. goal alignment | |
| 122. |
An integral part of feedback process is |
| A. | direction sharing |
| B. | goal alignment |
| C. | ongoing performance monitoring |
| D. | coaching and development support |
| Answer» D. coaching and development support | |
| 123. |
In 360-degree feedback, the ratings are collected from |
| A. | supervisors |
| B. | subordinates |
| C. | peers |
| D. | all of above |
| Answer» D. all of above | |
| 124. |
When the action plan is prepared for correcting performance deficiencies is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» C. unsatisfactory-correctable interview | |
| 125. |
The quality and timeliness of work is classified as |
| A. | "what you are measuring" |
| B. | "how you are measuring |
| C. | "what are the set standards" |
| D. | "the rules of performance appraisals" |
| Answer» A. "what you are measuring" | |
| 126. |
The employers generally use feedback to |
| A. | employee development |
| B. | avoid central tendency and biases |
| C. | rank someone |
| D. | hire the employee |
| Answer» A. employee development | |
| 127. |
The building blocks of performance management are |
| A. | 3 |
| B. | 4 |
| C. | 6 |
| D. | 6 |
| Answer» D. 6 | |
| 128. |
The disadvantage of graphic rating scale is |
| A. | halo effect |
| B. | bias |
| C. | central tendency |
| D. | all of above |
| Answer» C. central tendency | |
| 129. |
One of the following is future oriented appraisal technique. |
| A. | MBO |
| B. | Rating scale |
| C. | Checklist |
| D. | BARS |
| Answer» A. MBO | |
| 130. |
The basis of performance standards is: |
| A. | Managers |
| B. | HR plans |
| C. | Employee |
| D. | Job analysis |
| Answer» C. Employee | |
| 131. |
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: |
| A. | Because people are often absent from work |
| B. | Because people at work don't perform |
| C. | Because low standards of performance are legitimised |
| D. | Because of barriers created to reduce performance |
| Answer» D. Because of barriers created to reduce performance | |
| 132. |
Performance plans to be successful and sustainable the plan must |
| A. | Provide for independent employee voice and participation |
| B. | The decision to initiate a new plan |
| C. | Its design |
| D. | All of the above |
| Answer» D. All of the above | |
| 133. |
Key performance indicators are used in situations when: |
| A. | When objectives can not 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 organisations 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 organisations central objectives | |
| 134. |
Which of the following is not a major personnel selection method? |
| A. | Focus groups |
| B. | Biodata |
| C. | Graphology |
| D. | References |
| Answer» A. Focus groups | |
| 135. |
Work-sample tests: |
| A. | Normally make use of many different complementary predictors |
| B. | Do not necessarily have any obvious link with the job in question |
| C. | Often use in-tray or in-basket exercises for selecting shop floor workers |
| D. | Require candidates to conduct a sample of the work required for the job |
| Answer» D. Require candidates to conduct a sample of the work required for the job | |
| 136. |
Which of the following is not a major evaluative standard for personnel selection procedures? |
| A. | Administrative convenience/practicality |
| B. | Discrimination |
| C. | Applicant reactions |
| D. | Faith validity |
| Answer» D. Faith validity | |
| 137. |
The statistical technique of meta-analysis: |
| A. | Estimates the amount of sampling error in one study to derive a more accurate estimate of the validity coefficient |
| B. | Changes the magnitude of the validity coefficient by removing the effect of the sampling error |
| C. | Changes the estimated variance in observed coefficients and hence widens the confidence interval around the mean coefficient |
| D. | Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation |
| Answer» D. Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation | |
| 138. |
Selection interviews are likely to be subjective, unreliable and vulnerable to bias if: |
| A. | The interviewers have been trained in interviewing candidates |
| B. | The interviewers use their empathy and intuition to evaluate each interviewee |
| C. | The questions are used consistently across interviewers and interviewees |
| D. | The interviewer questions are based on a job analysis |
| Answer» B. The interviewers use their empathy and intuition to evaluate each interviewee | |
| 139. |
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? |
| A. | Personality tests |
| B. | Work-sample tests |
| C. | Cognitive ability tests |
| D. | Handwriting analysis |
| Answer» C. Cognitive ability tests | |
| 140. |
Which of the following situations does not necessarily lead to bias and unfairness to certain groups in selection? |
| A. | An employer applies a requirement for applicants which a larger proportion of one ethnic group finds considerable harder to comply with |
| B. | A psychometric test produces different test scores for different subgroups of candidates |
| C. | Subgroup differences in test scores are used to select characteristics that are not directly related to job performance |
| D. | A validity study is based on only one subgroup but then used to select members of another |
| Answer» B. A psychometric test produces different test scores for different subgroups of candidates | |
| 141. |
Reward management in the modern era involves: |
| A. | Just dealing with issues of pay |
| B. | A total reward approach |
| C. | Dealing solely with trade unions |
| D. | Dealing solely with legal issues |
| Answer» B. A total reward approach | |
| 142. |
How organizations should be rewarding their employees is based: |
| A. | On best practice |
| B. | Is arbitrary |
| C. | Is based on understanding behavioral theories |
| D. | Is based on Herzberg theory |
| Answer» B. Is arbitrary | |
| 143. |
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because: |
| A. | They are viewed as 'hygiene factors' |
| B. | They are motivators |
| C. | They are unfair |
| D. | They are unwelcome by trade unions |
| Answer» A. They are viewed as 'hygiene factors' | |
| 144. |
Circumstances in which rewards normally impact on behavior are: |
| A. | When given a pay increase |
| B. | When the wage or salary is seriously out of line with expectations |
| C. | Will not occur as pay is a 'hygiene factor' |
| D. | In all cases |
| Answer» B. When the wage or salary is seriously out of line with expectations | |
| 145. |
The individual most associated with first recognizing the link between pay and performance was: |
| A. | Mayo |
| B. | F.W Taylor |
| C. | Herzberg |
| D. | Kohn |
| Answer» B. F.W Taylor | |
| 146. |
The incentivized level of effort and performance can only be accessed through additional financial payments that are between: |
| A. | 5 - 10% |
| B. | 10 - 15% |
| C. | 25 - 33% |
| D. | 34 - 40% |
| Answer» C. 25 - 33% | |
| 147. |
A set wage or salary is an expression of what type of reward? |
| A. | Rewards as rights |
| B. | Rewards as those which are contingent |
| C. | Rewards which are discretionary |
| D. | PRP |
| Answer» A. Rewards as rights | |
| 148. |
Paying people, a monthly salary would not be suitable in which circumstances? |
| A. | When employing people on a part-time basis |
| B. | For those on regular fixed incomes |
| C. | When overtime varies, and is a large part of the remuneration |
| D. | When employing people on a temporary basis |
| Answer» C. When overtime varies, and is a large part of the remuneration | |
| 149. |
Annualized hours refers to: |
| A. | Those individuals who are seasonal workers |
| B. | Those employees working on shifts |
| C. | Full-time permanent employees |
| D. | Calculating working time on an annual rather than a weekly basis |
| Answer» D. Calculating working time on an annual rather than a weekly basis | |
| 150. |
The defining feature of incremental payment systems is: |
| A. | A fair day pay for a fair day’s work |
| B. | Cost of living |
| C. | Length of service |
| D. | The quantity of qualifications achieved |
| Answer» C. Length of service | |
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