Performance Management MCQ with Answers

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Online MCQ Quiz of Performance Management

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Performance Management

1 / 20

Q: Mentoring is very useful when the mentors work for

A. same department

B. different department

C. informal training

D. formal training

2 / 20

Q: Match the following components of remuneration with their inclusions - I. Fringe Benefits___A. Stock option II. Job Context___B. Challenging job responsibilities III. Perquisites___C. Group Plans IV. Incentives___D. Medical Care

A. I-D, II-B, III- , IV-C

B. I-B, II-A , III-C, IV-D

C. I-A, II-C, III-D, IV-B

D. I-C, II-B, III-D, IV-C

3 / 20

Q: Which component of performance management refers to communicating a firm's Higher level goals throughout the organization and then translating them into departmental and individual goals?

A. role clarification

B. goal alignment

C. performance monitoring

D. direction sharing

4 / 20

Q: ___is a Process with the help of which the employer, or the human resource team decides, that where would a person work best, as per his aptitude and temperament.

A. Training

B. Performance Appraisal

C. Competency Mapping

D. Performance Monitoring

5 / 20

Q: Which of the following HR approaches is most popular currently

A. Human resources approach

B. Scientific management approach

C. Systems approach

D. Technical approach

6 / 20

Q: When the person's performance is satisfactory but not promotable, such type of an interview is

A. satisfactory-promotable interview

B. satisfactory-not promotable interview

C. unsatisfactory-correctable interview

D. unsatisfactory-uncorrectable interview

7 / 20

Q: Which factors lower the accuracy rate of the rater?

A. The rater is aware of personal biases and is willing to take action to minimize their effect

B. Performance factors are properly defined

C. The rater has documented behaviors to improve the recall

D. The rater is unable to express himself or herself honestly and unambiguously

8 / 20

Q: A disadvantage of rating scales is

A. Cost

B. Feedback

C. Time involved

D. Quantitative of scores

9 / 20

Q: 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"

10 / 20

Q: 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

11 / 20

Q: 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.

12 / 20

Q: 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

13 / 20

Q: ___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

14 / 20

Q: 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

15 / 20

Q: 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

16 / 20

Q: Organizations put maximum effort in measuring performance of organizational People Because;

A. it makes procedures cost effective

B. it helps in detecting the problems

C. it leads to product innovation.

D. it assists in implementing new technology.

17 / 20

Q: Control over expertise or more precisely, over information is called

A. authority

B. legitimate power

C. expert power

D. expert power

18 / 20

Q: The main objective of the personnel policy should be.

A. maximum use of human resources

B. maximum individual development

C. good industrial relations

D. individual satisfaction

19 / 20

Q: Which test is conducted to know the skills & abilities possessed by the candidate?

A. vocational test

B. interest test.

C. dexterity test

D. proficiency test

20 / 20

Q: Employees provident fund Act in.

A. 1950

B. 1952

C. 1960

D. 1962

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