Top 350+ Solved Performance Management MCQ Questions Answer
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
Q. Which is the simplest and most popular technique for appraising employee performance?
a. Rating Scales
b. Critical Incident
c. Cost accounting
d. BARS
Q. Which of these is a major weakness of the forced distribution method?
a. Assumes that employee performance levels always conform to a normal distribution
b. Work is reliable
c. The error of central tendency
d. None of the above
Q. What do behaviourally anchored scales represent?
a. The scales are anchored by descriptions of actual job behavior
b. Superiors would feel comfortable to give feedback
c. A range of descriptive statements of behaviour varying from the least to the most effective
d. None of the above
Q. Who conducts the field review method?
a. Peers
b. Supervisor
c. Subordinates
d. Someone from corporate office or the HR department
Q. Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?
a. difficult to implement
b. harm to employee morale
c. high costs of administration
d. standardization of group sizes
Q. The first step in developing a behaviorally anchored rating scale is to _________
a. develop performance dimensions
b. generate critical incidents
c. compare subordinates
d. reallocate incidents
Q. Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
a. Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.
b. Other departments at Wilson Consulting have seen employee performance improve because of providing ongoing evaluations.
c. Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.
d. Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.
Q. Which of the following best describes a behaviorally anchored rating scale?
a. chart of paired subordinates ranked in order of performance
b. combination of narrative critical incidents and quantified performance scales
c. diary of positive and negative examples of a subordinate's work performance
d. predetermined percentages of subordinates in various performance categories
Q. Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?
a. create a final appraisal instrument
b. develop performance dimensions
c. rank employees from high to low
d. reallocate the incidents
Q. What is the primary disadvantage of developing a behaviorally anchored rating scale?
a. costly
b. time consuming
c. unreliable
d. lack of feedback for subordinates
Q. Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?
a. behaviorally anchored rating scale
b. management by objective
c. narrative form technique
d. forced distribution
Q. It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________
a. SMART goals
b. EPM systems
c. computerized notes
d. graphic rating scales
Q. All the following are benefits of using computerized or Web-based performance appraisalsystems EXCEPT _________
a. merging examples with performance ratings
b. helping managers maintain computerized notes
c. allowing employees to perform self-evaluations
d. enabling managers to monitor employees' computers
Q. Which of these is an issue while designing an appraisal programme?
a. Quality
b. What methods of appraisal are to be used
c. Quantity
d. Cost of effectiveness