MCQ on Performance Appraisal Management with Answers

MCQ on Performance Appraisal Management with Answers

MCQ on Performance Appraisal Management with Answers and Performance Management MCQ for the preparation of competitive & academic exams of Human Resource Management.

Performance Appraisal Management is an important part of any organization. It helps in evaluating the performance of the employees and ensuring that the desired goals are achieved.

To gain a better understanding of this topic, it is important to have a good knowledgebase about it. This article provides multiple-choice questions (MCQ) on Performance Appraisal Management with answers.

MCQ on Performance Appraisal Management with Answers

 

What is Performance Appraisal Management

Performance Appraisal Management is a vital process for organizations to ensure that their employees are meeting their expectations and contributing towards the success of the company.

It is a systematic way of evaluating an employee’s job performance based on set standards and criteria. Through this process, employers can identify areas where employees excel and areas where they need improvement.

Performance Appraisal Management involves setting clear goals and objectives for employees, providing regular feedback on their progress towards these goals, assessing their job performance against predetermined standards, identifying areas for improvement, and acknowledging excellent work.

This process helps organizations align individual goals with organizational objectives while providing employees with specific targets to meet in order to achieve success within the company.

The benefits of Performance Appraisal Management are numerous. By regularly reviewing employee performance, companies can identify strengths and weaknesses in individuals or teams that may not be apparent otherwise.

MCQ on Performance Appraisal Management with Answers

1. The purpose of performance management can be broadly classified into driving ___, building ___, and growing talent.
a. Results; Capability
b. Performance; Capacities
c. Output; growth
d. None of the above

Answer: (a)

2. Performance management is the way an organization ___ its employees.
a. Assesses
b. Views
c. Analyzes
d. Grows

Answer: (b)

3. In ___ organizations, performance is evaluated over a quarter or three-month period.
a. Unprofessional
b. Infrastructural
c. Large scale
d. Information technology

Answer: (d)

4. ___ demands an evaluator to order a group of employees from best to worst overall, or from best effective to worst effective in terms of certain conditions.
a. Straight ranking
b. Straight rating
c. Simple rating
d. Alternate ranking

Answer: (a)

5. The most immediate predecessors of expectancy theory were ___ (1957) with their ___ goal approach
a. Georgopoulos; path
b. Howard; objective
c. Toman and Lawrence; focus
d. None of the above

Answer: (a)

6. Scales mainly have ___ to ___ points although they can have more or less.
a. Five; seven
b. Three; Five
c. Odd; Even
d. Good; Bad

Answer: (a)

7. ___ are measuring scales whose scale points define definite and indefinite behaviors
a. BOS
b. HRA
c. BARS
d. MBO

Answer: (c)

8. Organizations have to develop ___ and leadership has to help make it work
a. Cohesive teams
b. Potent Workforce
c. Team chemistry
d. High-performance employees

Answer: (c)

9. Standards are ___ levels of performance specifications or excellence
a. Predefined
b. Distinct
c. Strategic
d. Specific

Answer: (a)

10. The members of such a team are deeply committed to one another’s personal growth and success
a. High-performance teams
b. Real teams
c. Organized teams
d. Synchronized teams

Answer: (a)

11. The first step in team building is to ___
a. Create team goals
b. Form a team
c. Establish basic rules and process
d. Understand each other’s ideas and perspectives

Answer: (b)

12. Motivation is derived from the word motive which means to ___ to action, ___ within the personnel that leads them to action
a. Drive; force
b. Arouse; urge
c. Inspire; intensity
d. None of the above

Answer: (b)

13. Performance management is basically about managing ___
a. Actions
b. Targets
c. Goals
d. Expectations

Answer: (d)

14. The result of the planning process is ___
a. KRAs
b. Performance agreement
c. KPIs
d. Job description

Answer: (b)

15. Role ___ define the overall purpose of the role, its ___ relationships, and key result areas.
a. Profiles; reporting
b. Descriptions; interacting
c. Hierarchies; linear
d. None of the above

Answer: (a)

16. ___ can be either quantitative or qualitative
a. Goals
b. Objectives
c. Targets
d. Indicators

Answer: (b)

17. ___ may deal with areas of behavior associated with core values, for example, teamwork
a. Competency frameworks
b. Performance development
c. Training goals
d. None of the above

Answer: (a)

18. In ___ performance appraisal systems, performance assessment is based on objectives
a. Formal
b. Conventional
c. Annual
d. Organized

Answer: (b)

19. Establishing a performance management plan often involves understanding the organization from ___
a. The supervisor’s viewpoint
b. The stakeholder’s expectations
c. The employees’ perspective
d. The organization mission

Answer: (c)

20. A major part of the job involved in effective performance planning happens ___ the actual meeting
a. Before
b. During
c. After
d. Throughout

Answer: (a)

21. The development plan and ___ deal with the basis and substance of every employee‟s work life.
a. The work plan
b. The performance agreement
c. The role profiles
d. None of the above

Answer: (a)

22. Which of these is not a performance dimension?
a. Focus dimension
b. Input dimension
c. Both (a) and (b)
d. Neither (a) nor (b)

Answer: (d)

23. The practice of formally appraising an individual’s performance began in ___
a. World War-I
b. The Industrial Revolution
c. The Civil War
d. The Wei-Dynasty

Answer: (d)

24. Cherrington (1987) classified ___ main purposes of performance appraisal
a. Seven
b. Five
c. Three
d. Two

Answer: (b)

25. The supervisor or manager conducting the appraisal must be trained in the use of the ___ and conducting the appraisal
a. Evaluation tool
b. Methodology adopted
c. Review process
d. None of the above

Answer: (a)

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