Top 350+ Solved Performance Management MCQ Questions Answer
Q. The disadvantage of graphic rating scale is
a. halo effect
b. bias
c. central tendency
d. all of above
Q. 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.
Q. One of the following is future oriented appraisal technique.
a. MBO
b. Rating scale
c. Checklist
d. BARS
Q. Which of the following is not a major personnel selection method?
a. Focus groups
b. Biodata
c. Graphology
d. References
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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
Q. 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