PERFORMANCE MANAGEMENT UNIT-1 1 MARKS QUESTIONS You have completed your quiz attempt.

You have scored 2 of 7 possible points. Question Results Score of NA Question: Which among the
following is not performance management dimension? Response: Time Focus Feedback: Not the right
choice: Performance also has a focus dimension. The focus of performance can be on many other
dimensions. It could be on quality or on cost or financial dimensions Attitude Cost Score of NA Question:
Expand VBM. Response: Value Based Membership Volume Based Management Value Based
Management Value Based Maintenance Feedback: Not the right choice: This is not the standard
expansion. Score of NA Question: The cumulative performance of an employee and his superior
together is called _______. Response: Dyadic performance Quality dimension VBM Feedback: Not the
right choice: VBM is a structured approach to measure the performance of a firm's unit managers or
products in terms of the net benefit they provide to shareholders Input dimension Score of NA
Question: The ______________ dimension is the most acceptable, visible and measurable dimension of
performance. Response: Output Time Input Cost Feedback: Not the right choice: Cost is another
dimension of performance. Costs may be financial, or with respect to time and effort. Score of NA
Question: What improvement cannot be achieved unless there are effective processes of continuous
development? Response: Skill Appraisal Knowledge Feedback: Not the right choice: Performance
improvement cannot be achieved unless there are effective processes of continuous development but
not knowledge. Performance Score of NA Question: When ________ are linked to rewards and when
fewer people are rewarded than those expecting them, those who are not rewarded get de-motivated.
Response: Performances Cost Appraisals Feedback: Right Choice: When appraisals are linked to rewards
and when fewer people are rewarded than those expecting them, those who are not rewarded get de-
motivated. Result Score of NA Question: Which among the following is not achieved by performance
management? Response: Provide a basis for valuing people Improve the quality of management Identify
and meet individual development needs Do not identify poor performers Feedback: Right choice:
Performance management identifies poor performers. UNIT-2 You have completed your quiz attempt.
You have scored 2 of 7 possible points. Question Results Score of NA Question: The _________ are lost
when more importance is given to the format than the process. Response: Performances Quality jobs
Feedback: Not the right choice: Quality jobs are not lost when importance is given to format than the
process. Main objectives of development Review mechanisms Score of NA Question: The ____________
recognised the potential of open appraisal systems and started promoting it through a series of
seminars. Response: National Productivity Board of China National Productivity Board of Singapore
National Productivity Board of Japan National Productivity Board of Singapore Feedback: Right choice:
The National Productivity Board of Singapore recognised the potential of open appraisal systems and
started promoting it through a series of seminars. National Productivity Board of Korea Score of NA
Question: Which among the following aspects is not ignored by performance management system?
Response: Spiritual aspect Dynamic aspect Unpredictable aspect Predictable aspect Feedback: Right
choice: Because predictable aspect is emphasised more by the performance management system. Score
of NA (skipped) Question: Which among the following is not considered by the performance
management system at Modi Xerox? Response: Business quantity Customer satisfaction Employee
satisfaction Business results and quality Score of NA (skipped) Question: Organisations that have
_________ require the employee who is being evaluated to state their accomplishments. Response:
Semi-confidential formats Annual-confidential reports Appraisals with various degrees of sophistication
Informal appraisal reports Score of NA (skipped) Question: The process of identifying employee
objectives and setting job expectations and goals for each position in the company is called ________.
Response: Performance rewards Performance planning Performance coaching Ongoing performance
communication Score of NA (skipped) Question: The ________ performance management and appraisal
system is somewhat similar to that in India. Response: Japanese American Malaysian Korean ou have
completed your quiz attempt. You have scored 0 of 8 possible points. Question Results Score of NA
(skipped) Question: State whether the following statements are true or false. 1. It is important to focus
on the performance equation, but over-emphasis is given to scientific, predictable and tangible part. 2.
System approach consists of these elements - identify key performance areas, set targets, review
performance, assign performance ratings, reward performance Response: 1F, 2T 1T, 2F 1T, 2T 1F, 2F
Score of NA (skipped) Question: State whether the following statements are true or false. 1. A good
performance plan gives a sense of direction and utilises human potential and enhances individual and
organisational performance. 2. In the Philippines several management systems and practices like
management by objectives, management information systems, and budgeting financial controls have
been introduced. Response: 1T, 2F 1F, 2T 1T, 2T 1F, 2F Score of NA (skipped) Question: Performance
review feedback helps the employee recognise their _______, use of appraisal for _____, basing the
appraisal on mutually agreed tasks. Response: Position, identification of training needs Strengths and
weaknesses, growing in the company Strengths and weaknesses, identification of training needs
Position, growing in the company Score of NA (skipped) Question: In the system used in Allahabad Bank,
in which areas are the officers assessed? 1. Job knowledge 2. Potential ability and development 3.
Position of officers 4. Amount of work done Response: 1, 2 2, 3 3, 4 1, 4 You have completed your quiz
attempt. You have scored 0 of 12 possible points. Question Results Score of NA (skipped) Question:
State whether the following statements are true or false. 1. The hard systems, processes and data of a
performance management system and the soft aspects such as culture, leadership and learning are
inseparable. 2. The appraisal is to be initiated by the employee with a self-appraisal. 3. Performance
management approach is used for promotion purposes in Japan. 4. There is a high degree of awareness
of the need to introduce professional management in government systems in America. Response: 1F,
2T, 3T, 4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F Score of NA (skipped) Question: Assume that you are
HR Manager of a company. Your company has decided to come with a new performance management
system. You have been appointed to handle this. You are asked to analyse the employees performance
on a timely basis and convey the same if performance is not up to the mark. Which of the following
components of performance management system involves this step? Response: Ongoing performance
communication Performance planning Performance rewards Performance diagnosis and coaching Score
of NA (skipped) Question: Match the following sets: Response: Match Correct Answer User answer
Feedback Vishakapatnam Steel Plant Task assignment, self appraisal and discussion Bank of Baroda Job
responsibilities, major achievements Pacific Rim Use performance appraisal for development purpose
Japan Use performance appraisal to encourage subordinate expression Unit3 You have completed your
quiz attempt. You have scored 0 of 7 possible points. Question Results Score of NA (skipped) Question:
In _______________ there is a considerable incremental performance need and the team members try
hard to improve their performance impact. Response: Pseudo-teams Potential teams Working groups
High Score of NA (skipped) Question: The members of the team get to know each other, exchange
personal information, and make new friends in _______ stage. Response: Norming Performing Forming
Storming Score of NA (skipped) Question: The team members in _______ have complementary skills, for
which they hold themselves mutually accountable. Response: Working groups Pseudo teams Potential
teams Real teams Score of NA (skipped) Question: The ________ is the final stage where increased focus
is on both the task and team relationships. Response: Performing stage Storming stage Forming stage
Norming stage Score of NA (skipped) Question: The _________ provide positive motivation in the right
circumstances. Response: Accessories Compensation leaves Money Demotion Score of NA (skipped)
Question: The __________ are small teams of people committed to a common purpose, goals and work
approach. Response: Working groups Potential teams Real teams Pseudo teams Score of NA (skipped)
Question: Whose idea clearly indicates that it takes time to reach the performing stage? Response:
Bruce Tuckman Douglas M. McGregor Rensis Likert Dewakar Goel You have completed your quiz
attempt. You have scored 0 of 8 possible points. Question Results Score of NA (skipped) Question: The
elements which are critical at higher organisational levels and make a lot of difference are ________ and
________. Response: Strategic planning, leadership Leadership, employee demotivation Leadership,
strategic thinking Strategic thinking, employee demotivation Score of NA (skipped) Question: State
whether the following statements are true or false. 1. Differentiated pay packets, need for competent
managers are the sources of pressure. 2. Willingness of some organisations to pay any amount for
competent individuals, enhanced salary structure. Response: 1T, 2T 1F, 2T 1T, 2F 1F, 2F Score of NA
(skipped) Question: State whether the following statements are true or false. 1. Rules are necessary for
focus, commitment, trust, openness. 2. First meetings usually are not the first time the team members
would have ever met as a group. Response: 1T, 2F 1F, 2T 1T, 2T 1F, 2F Score of NA (skipped) Question:
The common language ensures that everyone is focusing on the significant _________ and the
measured gaps can then be converted into ________. Response: Team performance factors, In-action
plans for improved performance Knowledge performance factors, Action plans for improved
performance Team performance factors, Action plans for improved performance Appraisal factors,
Action plans for improved performance You have completed your quiz attempt. You have scored 0 of 12
possible points. Question Results Score of NA (skipped) Question: Match the following sets: Response:
Match Correct Answer User answer Feedback Self motivation Intrinsic motivation Motivation by
management Extrinsic motivation Pseudo teams Do not take risks Match Correct Answer User answer
Feedback Potential teams Take risk and face obstacles Score of NA (skipped) Question: Assume that you
are the HR manager of a company MPD. You are asked to develop a team stages model. You develop the
model with reference to Bruce Tuckmans model. The model includes four stages. In which of the
following stages of team stage model involves people seeing themselves as a part of the team?
Response: Strorming Performing Forming Norming Score of NA (skipped) Question: State whether the
following statements are true or false. 1. Working groups depend on the sum of individual performance
for their overall performance. 2. Tolerance of each team member and their differences needs to be
emphasised. 3. In norming stage team members are motivated and knowledgeable. 4. Members of
pseudo team are deeply committed to one anothers personal growth and success. Response: 1F, 2T, 3T,
4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F Unit4 You have completed your quiz attempt. You have
scored 0 of 7 possible points. Question Results Score of NA (skipped) Question: A _________ is prepared
and agreed during the performance planning process. Response: Performance plan Work plan Personal
development plan Development plan Score of NA (skipped) Question: Every time a manager assigns a
new task to an employee, a ________ is created to help the individual learn any new skills or techniques
that are needed to get the job done. Response: Planning opportunity Developing opportunity
Performing opportunity Coaching opportunity Score of NA (skipped) Question: The result of the planning
process is __________. Response: Performance management Performance agreement Performance
appraisal Dyadic performance Score of NA (skipped) Question: The ________ are quantifiable results to
be attained, which can be measured in terms of income, sales output, level of service, reject rates and
cost reduction. Response: Targets Tasks Values Projects Score of NA (skipped) Question: The _________
should be assessed not only on achieving objectives, but also on the process of achieving objectives.
Response: Skills Knowledge Performance Information Score of NA (skipped) Question: Which among the
following is not the essential information to be recorded on a form? Response: Names of board
members Objectives agreed for each key result area Values or competency headings Assessment of
performance against each key result area Score of NA (skipped) Question: Which among the following is
not the objective of performance review? Response: Motivation Development Promotion
Communication Question Results Score of NA (skipped) Question: Role profiles include an organisations
competency framework that defines the knowledge and skills required to achieve the _______________
and any __________. Response: Role objectives, Personality requirements Performance objectives,
particular behavioural requirements Role objectives, particular behavioural requirements Role
objectives, particular technological requirements Score of NA (skipped) Question: What do the role
profiles define? Response: Overall purpose of the managers, its reporting relationships and key result
areas. Overall purpose of the organisation, its reporting relationships and key result areas. Overall
purpose of the role, its reporting relationships and key result areas. Overall purpose of the team, its
reporting relationships and key result areas. Score of NA (skipped) Question: Which among the following
are the agenda for performance planning meeting? 1. Agreeing upon the individuals key job
responsibilities. 2. Developing a common understanding of the goals and objectives that need to be
achieved. 3. Not creating an appropriate individual development plan. 4. Not identifying the most
important competencies that the individual must display in doing the job. Response: 1, 4 3, 4 2, 3 1, 2
Score of NA (skipped) Question: Which among the following are the characteristics of a good objective?
1. Consistent with values of the organisation and departmental and organisational objectives 2.
Achievable within the capabilities of the individual 3. Imprecise, that is unclear and not well defined 4.
Impossible to achieve within a time scale Response: 3, 4 2, 4 1, 3 1, 2 Question Results Score of NA
(skipped) Question: Match the following sets: Response: Match Correct Answer User answer Feedback
Match Correct Answer User answer Feedback Performance of employee in first quadrant Not up to the
expectation of role profile Performance of employee in second quadrant Good but need lot of
improvement Performance of employee in third quadrant Good, some improvement is required
Performance of employee in fourth quadrant Outstanding and does not need any improvement Score of
NA (skipped) Question: Assume that you are the HR manager of a company ICQ. You are asked to discuss
the goals with your sub-ordinate. You both talk about what the individual will do in addition to meet the
job description demands of the position. You come with the results of goal setting. Which of the
following is not a result of goal setting? Response: Decreased productivity Mobilisation of individual and
organisational energy Concentration on high priority activities Increased probability of success Score of
NA (skipped) Question: State which of the following statement is True or False. 1. Performance planning
is concerned with improving employee performance by helping them to learn and providing them with
the support they need to do well, now and in the future. 2. A great deal of performance data is
generated during the performance management process. 3. In conventional performance appraisal
systems, performance assessment is based on objectives. 4. The need for coaching may arise from
formal or informal performance reviews, but opportunities for coaching will emerge during the normal
day-to-day activities. Response: 1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3T , 4T Unit5
Question Results Score of NA (skipped) Question: The _______ are defined as role profiles in the form of
the key result areas of the role, setting out details of what the role holder is expected to accomplish.
~Role requirements Response: Objectives and standards of performance Role requirements Knowledge
and skills Performance measures Score of NA (skipped) Question: The _______ is an agreement between
the manager and employees on what has to be done to achieve objectives, increase standards and
improve performance. Response: Work plan Strategic plan Administrative plan Performance plan Score
of NA (skipped) Question: The _________ are useful sources of data that specify areas where the
employee needs to concentrate attention over the course of the year. Response: Job satisfaction Job
title Job descriptions Job Score of NA (skipped) Question: Employees with a specific and organised
development plan can achieve _____________ from the process, which in turn leads to the growth of
the organisation. Response: Common benefits Partial potential benefits Unique potential benefits
Potential benefits Score of NA (skipped) Question: Managers discuss and come to agreement with the
employee on the most important competencies, key position responsibilities, and goals ______.
Response: Before performance planning meeting After appraisal meeting During performance planning
meeting During appraisal meeting Score of NA (skipped) Question: The framework for performance
management is provided by the ___________, which is the outcome of performance planning.
Response: Performance and development plan Work plan Performance and strategic plan Knowledge
and development plan Score of NA (skipped) Question: The initial meetings during the launch of
performance management concentrate on the agreement of __________. Response: Role definitions
Skill definitions Training definitions Employee definitions Question Results Score of NA (skipped)
Question: Performance management planning is the process of _______ and setting forth the
___________ for managing the performance of employees in order to achieve organisational success.
Response: Creating , Administrative plans Training , Strategic plans Organising , Strategic plans Creating ,
Development plan Score of NA (skipped) Question: State whether the following statements are true or
false. 1. Before the appraisal meeting managers have to re-examine the organisations mission
statement, or vision and values, and teams goals. 2. Before the appraisal meeting manager do not
recognise the most important competencies that are expected from the employees in performing the
job. Response: 1F , 2F 1T , 2F 1T , 2T 1F , 2T Score of NA (skipped) Question: State whether the following
statements are true or false. 1. By the end of the performance planning phase employees should know
the important job responsibilities that they need to complete. 2. By the end of the performance
planning phase employees should not know how well or to what level the employees need to perform
their job activities. Response: 1T , 2T 1F , 2T 1T , 2F 1F , 2F Score of NA (skipped) Question: Which among
the following are the uses of performance and development plan? 1. To build up a plan for personal
growth and job improvement, to gain a new skill, ability or understanding needed by the department 2.
To reinforce performance or improve a skill that does not meet position requirements, to prepare the
employee for any future plans they have for themselves 3. Not to build up a plan for personal growth
and job improvement, to gain a new skill, ability or understanding needed by the department 4. To
reinforce performance or improve a skill that does not meet position requirements, not to prepare the
employee for any future plans they have for themselves Response: 3 , 4 1 , 4 1 , 2 2 , 3 Question Results
Score of NA (skipped) Question: Match the following sets: Response: Match Correct Answer User answer
Feedback Responsibility of manager Identify goals, responsibilities and competencies Responsibility of
employee Identify developmental areas and needs Role profiles Organisations competency framework
that defines the knowledge and skills required to achieve the role objectives and any particular
behavioural requirements Performance agreement Description of measures jointly agreed upon by the
manager and the employees to assess the extent to which objectives and standards of performance
have been achieved Score of NA (skipped) Question: Assume that you are the HR manager of a company
ABO. You are asked to establish a performance and development plan. You develop the plan keeping in
mind the employees. This performance and development plan should benefit the employees. How
would your performance and development plan help employees? 1. Analyse the areas of performance
that needs improvement. 2. Identify training requirements to improve performance. 3. Discuss with the
manager and agree upon development and training actions. 4. Encouraging discussions about specific
tasks or projects. Response: 1, 2, 3 1, 2, 4 2, 3, 4 1, 3, 4 Score of NA (skipped) Question: State which of
the following statement is True or False 1. The statement declares that performance will be up to
standard if a desirable, specified and observable result happens. 2. The basis upon which performance
will be measured and the evidence that will be used to establish levels of competence is agreed upon
during the performance planning process. 3. In some cases, where it is not possible to set time-based
targets, specific long-term quantifiable objectives based performance standards are used. 4. The
manager needs to describe what level of performance will be considered to be fully successful.
Response: 1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3T , 4T Unit 6 Question Results Score of
NA (skipped) Question: According to ______________, the objectives of performance appraisal may vary
from culture to culture, organisation to organisation and in the same organisation from time to time.
Response: Tichy Fombrun Saiyadin Devanne Score of NA (skipped) Question: As organisations grow in
size and adapt a __________ approach to measurement, formal appraisal systems and controls become
imperative. Response: Humanistic Professional Appraisal Legalistic Score of NA (skipped) Question: For
which among the following performance appraisals cannot be a useful tool? Response: Improving job
performance Developing the worth of employees. Improving non-organisational effectiveness Building
better relationship with employees Score of NA (skipped) Question: In which of the following phases,
the way in which employees do their jobs is changed? Response: Personnel management based
Development of individuals Improve current performance Post appraisal actions Score of NA (skipped)
Question: It is important to the organisation and the employee to provide consistent ____________.
Response: Monitoring Training Development plan Work plan Score of NA (skipped) Question: Targets
are identified and set so that employees have greater clarity of their activities to be performed in
____________ step. Response: Standards of performance Performance measures Implementing
appraisal Performance objectives Score of NA (skipped) Question: To deliver what is expected by an
individual or a group of individuals within a time frame is called ________. Response: Performance
Appraisal Skill Personal plan You have completed your quiz attempt. You have scored 0 of 8 possible
points. Question Results Score of NA (skipped) Question: According to researchers which among the
following are the critical HRM functions of performance appraisal in organisations? 1. Measure
employees performance. 2. Provides satisfactory feed-back to subordinates to know where they stand.
3. Intends to serve as a basis for improving or changing behaviour towards more effective working
habits. 4. Identify capable employees for promotion. Response: 1, 2 3, 4 2, 3 1, 4 Score of NA (skipped)
Question: On which among the following the Improving Current Performance Phase emphasised? 1.
Examine organisational and departmental plans and budgets to determine specific activities and targets
for individual employees. 2. Agreeing performance standards and the ways to monitor and assess. 3. Do
not offer scope for objective comparisons between employees. 4. Circumstances can change many times
in a year, so making more frequent reviews and adjustments are necessary. Response: 2, 3 1, 4 1, 2 3, 4
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Discovering
individual potential is an objective of performance appraisal. 2. Facilitating succession planning is an
objective of performance appraisal. Response: 1F, 2 F 1T, 2T 1F, 2T 1T, 2F Score of NA (skipped)
Question: State whether the following statements are true or false. 1. Performance appraisal is an
objective means of determining compensation. 2. Each employee is appraised by their manager.
Response: 1T , 2T 1T , 2F 1F , 2T 1F , 2F You have completed your quiz attempt. You have scored 0 of 12
possible points. Question Results Score of NA (skipped) Question: Match the following sets. Response:
Match Correct Answer User answer Feedback Williams et al Performance appraisal purposes relate to
organisational needs, such as salary review, transfers and promotions Cherrington Underpinning
behaviour through pay increases and other rewards Mc Gregor Generates information which is used for
administrative decisions, like salary increase, promotion, transfer and some times demotion or
termination Rao and Iqbal Surveyed the appraisal practice of 25 banks and financial establishments
Score of NA (skipped) Question: Assume that you are the HR manager of a company QMC. You are asked
to design the steps of performance appraisal process. The design includes seven steps. In which of the
following steps of performance appraisal process involves finding out the actual performance of the
employee against standards of performance for finding out deviations? Response: Employee
performance Performance review and discussions Post appraisal actions Standards of performance
Score of NA (skipped) Question: State which of the following statement is True or False 1. Performance
appraisal is the systematic description of the employee job related strengths and weaknesses. 2.
Performance appraisal is concerned with both quantitative as well as qualitative factors with respect to
the job. 3. Performance appraisal do not help to identify the accountability for standards and results. 4.
Performance appraisal is not stopped when a person’s salary is no longer tied to appraisals. Response:
1F, 2T, 3T,4F 1T, 2F, 3F,4T 1F, 2F, 3T,4F 1T, 2T, 3F,4F Unit 7 You have completed your quiz attempt. You
have scored 0 of 7 possible points. Question Results Score of NA (skipped) Question: The purpose of
__________ is to identify and assess the potential of the employees. Response: Fact-finding exercises In-
basket exercises Appraisal by rater concerns Potential appraisal Score of NA (skipped) Question: The
_______ as an independent mechanism used to have a lot of scope for pleasing the dictatorial way of
the bosses, giving them the liberty to act as per their thoughts and capabilities Response: PAR ACR EPG
VBM Score of NA (skipped) Question: The ________ is done to check the individuals level of
understanding. Response: Group discussions Fact-finding exercises In-basket exercises Interviews with
subordinates Score of NA (skipped) Question: The ________ method compares each employee with all
others in the group, one at a time. Response: Paired comparison Forced distribution Field review
checklist Graphic ratings scale Score of NA (skipped) Question: The _________ method includes an
evaluated report created by the appraiser, which basically includes appraising an employee's
performance based on facts and evidences. Response: Essay Straight ranking Graphic ratings scale
Forced distribution Score of NA (skipped) Question: The _________ method involves setting particular
calculable goals with each employee and then respectively discussing their progress towards these
goals. Response: Behaviourally anchored rating scales Human resource accounting Management by
objectives Assessment centre techniques Score of NA (skipped) Question: Under ________ method, the
individual with the best performance is taken as an ideal employee. Response: Potential appraisal 360
degree method Appraisal by rater concerns Field review checklist You have completed your quiz
attempt. You have scored 0 of 8 possible points. Question Results Score of NA (skipped) Question: State
whether the following statements are true or false. 1. The qualitative and quantitative aspects of job
performance are measured by performance appraisal methods. 2. The main objectives of an appraisal
are to evaluate previous performance, to identify the training needs, to set and prepare on future
objectives and goals, and to ease the accomplishment of these goals. Response: 1T, 2T 1T, 2F 1F, 2T 1F,
2F Score of NA (skipped) Question: Which among the following are the common job simulations used in
an assessment centre? 1. Fact-finding exercises 2. Analysis of problems and decision-making Oral
presentations. 3. No group discussions 4. Interviews with top management Response: 2, 4 1, 3 1, 2 3, 4
Score of NA (skipped) Question: Which among the following are the objectives of potential appraisals? 1.
Update training and recruitment activities 2. Advise employees about the work to be done to enhance
their career opportunities 3. Disable the organisation to draft a management succession programme 4.
Inform employees of their past prospects Response: 1, 4 2, 3 1, 2 3, 4 Score of NA (skipped) Question:
State whether the following statements are true or false. 1. The indefinite, unstructured nature of the
essay appraisal makes it highly susceptible to evaluator bias. 2. Straight ranking demands an evaluator to
order a group of employees from best to worst overall, or from best effective to worst effective in terms
of a certain condition. Response: 1F, 2 F 1T, 2T 1F, 2T 1T, 2F You have completed your quiz attempt. You
have scored 0 of 12 possible points. Question Results Score of NA (skipped) Question: Match the
following sets: Response: Match Correct Answer User answer Feedback Essay appraisal Unstructured
and undefined to a great extent Forced distribution Structure of comparative evaluation 360 degree
Multi-input approach to performance feedback Potential appraisal Identification of the hidden talents
and skills of a person Score of NA (skipped) Question: Assume that you are the HR manager of a
company CMQ. You are asked to design performance appraisal using a traditional method. Which of the
following traditional methods of performance appraisal, describes how the employee behaved during
the critical incidents with respect to performance over a period of time? Response: Critical incidents
method Field review checklist method Graphic ratings scale method Forced distribution method Score of
NA (skipped) Question: State whether the following statements are True or False. 1. Performance
appraisal is an important component of human resource management, as those organisations requires
systematic information on how well employees are performing in their jobs. 2. Critical incidents method
suits well in performance review interviews. 3. Paired comparison method is not a better technique of
comparison than the straight ranking method. 4. The initial assessment helps in creating a merit-queue
ranking for each employee. Response: 1F, 2T, 3T, 4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F Unit 8 ou
have completed your quiz attempt. You have scored 0 of 7 possible points. Question Results Score of NA
Question: The _________ are particularly valuable in situations where the supervisor is not available at
the work site and hence cannot observe the work behaviours and task outcomes. Response: Supervisors
rating Self ratings Subordinates rating Feedback: Not the right choice: The feedback from subordinates is
particularly effective in evaluating the skills of supervisors. Customers rating Score of NA Question: The
_________ are the sources of data, who answer certain questions about the behavioural attitude of
individuals . Response: Human resource executives Engineers Feedback: Not the right choice: Engineers
are not the sources of data, who answer certain questions about the behavioural attitude of individuals .
Stakeholders Sales representatives Score of NA Question: The __________ form of evaluation includes
both, the ratings on individuals by supervisor on elements in an employees performance plan and the
evaluation of programs and teams by senior managers. Response: Self rating Peer rating Customers
rating Feedback: Not the right choice: Customer feedback serves as the proof for almost all other
performance factors. Supervisors rating