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MCQs of Performance Management
Corporate Performance and Planning (University of Karachi)
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MCQs of Performance Management
a)
b)
c)
d)
1. 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______.
Strategic organisational development
Performance management
Performance Appraisal
Human Resource management
a)
b)
c)
d)
2. Aligning and evaluating employee's performance with company's set goals is called
appraisal management
performance management
hierarchy of management
off-the-job training
3. Steps involves in employer's movement for performance management is
total quality
appraisal issues
strategic planning
all of above
4. In performance management, main feature of performance management is to
increase salary
planning incentives
comparing performance with goals
comparing sales figures from last year
5. 'Performance management' is always
goal oriented
performance oriented
sales oriented
none of above
a)
b)
c)
d)
6. Performance management combines performance appraisal with _________ to ensure that employee performance is supportive of corporate goals.
Goal setting
Incentive systems
Training
All of the above
a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
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7. Which is the biggest challenge faced while conducting performance appraisal?
a) Evaluating performance of self – managed teams
b) Presence of a formal appeal process
c) Appraisals based on traits are to be avoided
d) None of the above
a)
b)
c)
d)
8. Which of these options are the activities that constitute the core of performance management?
Performance interview
Archiving performance data
Use of appraisal data
All of the above
a)
b)
c)
d)
9. Which method is used for evaluating the performance of executives or supervisory positions?
Psychological Appraisals
Assessment Centres
Behaviourally Anchored Rating Scales
360 degree feedback
10. Management of performance ensures
a) continuous improvement
b) discontinue improvement
c) performance reviews
d) both A and C
11. Successful defenders use performance appraisal for identifying ____________.
a)
b)
c)
d)
Staffing Needs
Job behaviour
Training needs
None of the above
12. Mostly employees' promotion decision is based on
a) performance appraisal
b) training results
c) hiring tests
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d) in-house development
13. Performance rating as good or bad on numerical rating scale is called
a) critical incident method
b) forced distribution method
c) behaviorally anchored rating scale
d) paired comparison method
14. Ranking of all employees measuring a specific trait by making pairs of employees is called
a) graphic rating scale method
b) management by objectives
c) alternation ranking method
d) paired comparison method
15. How performance appraisal can contribute to a firm's competitive advantage?
a)
b)
c)
d)
Ensures legal compliances
Minimizing job dissatisfaction and turnover
Improves performance
All of the above
a)
b)
c)
d)
16. ______ is an objective assessment of an individual's performance against well-defined benchmarks.
Performance Appraisal
HR Planning
Information for goal identification
None of the above
a)
b)
c)
d)
a)
b)
c)
d)
17. Basic approach in employee's performance compares with their current performance to
set standards
performance in previous years
performance in last job
none of above
18. An advantage of Management by Objectives (MBO) is
avoids central tendency and biases
jointly agreed performance objectives
provides behavioral anchors
ongoing basis evaluation
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a)
b)
c)
d)
a)
b)
c)
d)
19. An equal rating of all employees such as 'good' is called
lenient tendency
strict tendency
biasing tendency
central tendency
20. Performance management includes
daily and weekly interactions
meeting semiannually
yearly meetings
never having meeting with subordinates
21. Performance evaluation can be defined as a process of evaluating
a)
b)
c)
d)
Past Performance
Present Performance
Future Performance
Past and Present Performance
22. ______ is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively.
a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
Job evaluation
Work evaluation
Performance evaluation
None of the above
23. First step in 'appraising process' is
defining the job
training session
feedback session
interview sessions
24. In 360-degree feedback, ratings are collected from
supervisors
subordinates
peers
all of above
25. Employers generally use feedback to
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a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
a)
b)
c)
d)
employee development
avoid central tendency and biases
rank someone
hire the employee
26. Advantage of 'BARS' system is
simple to use
avoids central tendency and biases
ends up with predetermined rating figures
providing behavioral anchors
27. An aim of 'performance appraisal' is to
fire the employee
motivate the employee
counsel the employee
hire the employee
28. An evaluation process of employee's performance, in comparison to set standards is called
performance appraisal
compensation
counseling
design of evaluation
29. Online and face to face feedback about goal's progress is
direction sharing
goal alignment
ongoing performance monitoring
ongoing feedback
30. When ratings are collected from supervisors, customers and peers, considered as
350-degree feedback
320-degree feedback
360-degree feedback
380-degree feedback
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