SERIAL

QUESTION TEXT OPTION A OPTION B OPTION C

NUMBER
Performance management
1 Unplanned Natural Planned
is a _____ process.
_______ feedback makes
2 an employees aware of his Negative constructive positive
area of improvements.
The general objective of
performance management
3 Culture regulations Limitation
is to cultivate high
performance _____.
______ is a very crucial
4 part of performance Compensation Team work Feedback
management process.
For a performance
management system to be
effective, employee
5 Sporadically everyday annually
progress and performance
must be _______
monitored.
Performance management
includes _______
6 Poaching Reprimanding Coaching
employees to discuss their
performance concerns.
HR often has a more _____
7 Time Job control
oriented approach.
Receiving feedback about
one’s performance
8 Prediction Negativity Motivation
increases the ______ for
future performance.
_____ about an employee’s
performance will help the
9 Sympathy Knowledge Curiosity
manager build a rapport
with the employees.
Performance appraisal are
reviews of employee
10 Fixed Random Unequal
performance over ______
intervals of time.
____________ is the
process of recognizing,
managing, and improving Strategic Performance Reward
11
the performance of the planning appraisal system
employees in an
organization.
Performance management
can be defined as a
__________ for improving
Systematic Controlled Random
12 organizational performance
process process process
by improving the
performance of individuals
and teams
 Coaching means providing
________ to employees for
successful and timely Monitoring; Guidance; Training;
13
completion of their teaching support selecting
assigned work
responsibility.
The role of ________ in
14 performance management Sales person CEO
is an important one.
According to _______ ‘An
organization is like a tune;
Armstrong and Peter
15 it is not constituted by Walter
Baron Drucker
individual sounds but by
their synthesis.
Performance appraisal is
16 Flexible Rigid Unfixed
_____ system.
Performance management
focuses on ________
17 Intangible Tangible Operational
results, standards and
performance measures.
_________ is useful to
collect information that can
be used for various purpose
18 such as employees test, Documentation
succession planning and
underperformance
management. Notice Agenda
___________ is considered
as one of the strategic HRD
Performance
19 function that enables the Feedback
appraisal
organization to sustain its
effectiveness.
Performance management
is an ______ process
20 On-going time based
planning and monitoring
performance and feedback. Random
___________ is the
foundation for a good Performance Providing
21 Goal setting
performance management review feedback
system.
_______ are critical
components of the
22 Feedback Reviews Motivation
performance management
system.
The three phrase of
performance management
23 Organizing Coaching Planning
are ________, monitoring
and performance review.
__________ refers to what
an employee does or does
24 not do on the job include Performance Job Work
quantity as well as quality
of output
 Performance management
is about _________ of the
25 organizational objective Promotion Development Alignment
with those of the
employees.
________ clarifies the
expectation and enables the
Performance Feedback communica
26 parties is understanding that
review mechanism. tion
desired behaviours or
expected results.
_______ is playing a vital
role in the recruiting sector
27 social media Television Advertising
and also impacting
performance management.
_______ are the basic of an
28 effective process is Skills Knowledge trainning
performance management.
Employees performance
________ are especially
29 appropriate for identifying Reviews Feedback Appraisal
individual training and
educational needs.
Performance appraisal
30 focuses on objective that quantified Unquantified truthful
are _________.
A frequent feedback culture
31 is a reflection of a _______ Time Performance Sentiment
driven manager
_____ methods of
performance appraisal
32 should be given more Traditional Ancient Mordern
perference over the
traditional methods.
More emphasis will be laid
in future on consistent Conservativ
33 Fixed Innovative
regular and______ e
feedback mechanism
Good manager knows that
they need to _____ manage Sporadicall
34 Proactively Intuitively
the new employer joining y
in process
______ means detailed
evaluation of the employeer
35 performance in comparison Testing Rating Feedback
to the set performance
goals and objectives
"______" means improving
the capability of employees
36 Growing Monitoring Developing
to perform through
training .
 There is not greater ______
you can do toa person than
37 to let them stay in a job Confidence Sacrifice Disrespect
where they are not
respected by their collegues
Over the past 20 years,
most companies have been
38 moving to a________ Informal Personal Formal
performance review
process
The whole performance
management process has to
be ______ better with the
39 organizational goal as well Crossed Divided Aligned
as the career goals and
expectations of the
employer
______ means regularly
measuring and recording
40 performance and providing Monitoring Planning Developing
continous feedback to
employees
"______"means defining
expected levels of
employees performance
and goals for groups and
41 Planning Recording Rating
individuals employees so as
to utilize their efforts
towards achieving
organisation objectives
"_______" means regularly
measuring and recording
performance and providing
42 continuous feedback to Planning Monitoring Developing
employees and work group
on their progress towards
reaching their goals
"_____"means detailed
evaluation of the employees
performance in
comparisson to the set
43 performance goals and Planning Developing Rating
objectives , smmarizing
that performance and
assigning and rating of
record
 "______"means rewarding
and recognizing of
employees , individually
and as members of group
44 Rewarding Planning Monitoring
for their performance and
acknowledging their
contribution to the
organizational goals
Terminate ______ when
Over
45 best efforts to coach don’t Performer Non-performer
performer
pay off .
Performance management
provider intensive feedback
46 Training Coaching Task
and _____ to new
employees
Device automated _______
to alert various stekeholders
47 Email Message Call
when the performance plan
is altened or changed
Electronic
Use of _______ helps to
Performance performance Performanc
48 report existing performance
assesment management e appraisal
status and modification
system
Performance management
process is______
49 More Less Above
controlling and more of a
partnership
Performance management
is a "______"process of
50 idnetifying and measuring, Plain Complex Continuous
developing the performance
individually and teams
________ is the second Performance Performance Performanc
51 step in performance Monitoring Planning e Appraisal
management process.
Performance planning starts
with the ________ between
the manager and employee
52 to agree on the set of review understanding discussion
objectives/ responsibilities
for the coming appraisal
period.
Performance goals should
53 be SMART where R stands Real Raw Reasonable
for ______.
The setting of performance
54 ______ is a joint effort of criteria system appraisal
manager and employee.
 _____ enables the
organization to review its
existent performance Behavioural
55 management system to Reviewing Benchmarking
appraisals
check if it matches up to
the industry's best practices.

Which out of the following

Unsatisfacto
is not a standard for Outstanding Satisfactory
56 ry
benchmarking emplyee Employee Employee
Employee
performance.
______ is to monitor,
record and then
Performance Performance Performanc
57 communicate the
Monitoring Planning e Appraisal
performance of employee
as per performance plan.
_____ is the systematic
Performan
description of an Performance Performance
58 ce
employee's job relevant Monitoring Planning
Appraisal
strenghths and weaknesses.
Which out of the following Paired
59 is the method of appraisal Comparison Essay method Goal Setting
under trait approach? system
______ is the simplest and
most popular method for Checklist Graphic rating Ranking
60
appraising employee method scale method
performance.
In _____ method the
superior ranks his or her
Checklist Graphic rating Ranking
61 subordinates in order of
method scale method
their merit, starting from
best to worst.
Under _____ method each Checklist Graphic rating Ranking
62 individual is compared with method scale method
every other individual.
______ measure what
individuals do at work, Behavioural Results
63 Trait approach
regardless of their personal appraisals appraisals
characteristics.
Which out of the following
Paired
is the method of appraisal Graphic rating Ranking
64 Comparison
under Behavioural scale method
system
Appraisals?
The concept of Abraham
65 Management by Objective Peter Drucker F.W.Taylor
Maslow
was given by _______.
The concept of
Management by Objective
66 1956 1957 1954
was given in the year
_______.
67 Goal setting is associated Motivation Leadership Appraisal
with ____.
 Assessment should not be
68 confined to _____ good past present
performance alone.
High performance teams
69 also create unique Demands Advantage Issues
competitive_______ for
their companies.
Accordingly,Individual
performance pay may also
be
70 objective subjective Disciplinary
based on ______measuers
of the employee's
performance.
There must be a provision
of_______the performance
management process itself
71 to ensure that managers and Evaluating Implementation specifying
staff are using it
efficiently..

__________performance
means measuring
72 performance Monitoring Implementation Evaluating
and providing feedback to
employees.
_________Must be
73 Monitoring work feedback
objective.
It is well established that
staff with goals
74 Out-think outperform outwit
________those
who have no goals.
The performance
management system is a
75 Long term short term Medium term
_______and
continous process.
Many causes of
________performance can
76 be seen such as Better Good poor
attitude problems or abject
lack of skill.

Employees are often unsure

77 and _______of the review confident suspicious weary
process.
________is also sought
after while trying to solve
78 different Outside help Innovation Leadership
work related issues.
Most employees are
_______ in performance
79 management Trained confident untrained
concepts.
 Consistent and accurate
documentation during the
appraisal Annual
80 period facilitates regular performance Monthly Quarterly
feedback and_________. appraisal

A _________is something
that is perceived as a
81 Salary Bonus Benefits
positive by
the recipient.
An interim review is a
preset ,formal discussion
82 between Employer Manager CEO
the_________and the
employee.
______ is about providing
83 regular feedback to staff on Coaching Leading Counselling
their performance.
A _____ link is created
between the acquiring,
improvement and effective
84 Real indirect   direct  
use of  skills and
competencies and the
individual's pay.  
An employee’s
compensation, usually
85 cash   cheque  
called as tangible returns,
includes _____  payment.   credit
It is the responsibility of
managers to agree upon
86 _____ targets and monitor dynamic futuristic   ambitious  
the  performance of staff on
continuous basis.  
A _____ team could prove
difficult to modify or
break-up in response to
87 raw settled   unsettled  
changing processes,
markets or competitive
pressures.  
If there is an error in
judging the true potential of
performance
88 an employee, it will appraisal   succession 
Management
severely  affect the _____ planning  
of that employee.  
_____ pay also depends on
performance- Contributio
89 workers gaining new and team-based  
based  
improved competencies.   n based
Giving performance
feedback just once a   year
90 can _____ a team’s hinder   boost  
performance and
productivity. update
 A good potential appraisal
system would be based on
91 reliability longevity   brevity  
_____ of roles and
 functions.  
Teamwork may be most
effective in situations
92 Task division task independence
variability
   
involving high level of
_____ and  creativity.  
If the organisation believes
in the development of
93 employees it should attempt divisibility   frankness   closed mind
 to generate a climate of edness
_____.  
_____ is consistent failure
Satisfactory
to meet predefined,realistic
94 Overperformance UnderperformaPerformanc
objectives and performance
e
standards.
Providing additional
training to underperforming
95 employees on key Retraining Reframing Regenerating
performance areas is
known as ______.

_____ is a set of
mechanisms for distributing
both tangible and intangible A Reward
96 A Salary package Reimbursement
returns as a part of an system
employer-employee good
relationship.
Performance related pay
97 was first introduced in USA USSR
______in 1980. China
_____ is a blend of
Contribution Skills based
98 competancy & performance Team based pay
based pay pay
related pay.
99
Which out of the following
is not the principle of
100 Respect Caring Unfair
ethical performance
management?
A list of desirable ethical
Code of Code of
101 behaviour by an employee Code of Ethics
Interests Equity
is called as _____.
An ethical environment
relies upon individuals
102 Care awareness   responsibili
having _____ for their own
ty  
 professional behaviour.  
A performance
103 management system should simplistic   profit related   trustworth
be _____.   y 
 Real or _____ unfairness
in the performance
104 appraisal process can lead accepted hidden   deceptive  
to an  increase in unethical
behaviour.  
Only _____ compliance at
work will not be sufficient
105 ethical legal   process  
for the long term success of
 an organization.  
Employees have a
106 responsibility to behave impartiality  bigotry   bias  
with integrity and _____.  
_____ involves equity,
Knowledge
107 transparency, honesty, and Integrity   Competency  
 
accountability.  
A list of desirable ethical
Code of Code of
108 behavior by an employee is Rules  
Conduct   Ethics  
called as _____.  
Ethical Performance
Management means the
109 conduct of performance ethically   professionally   legally
management process in an
_____ correct way.   
It is important that the
_____ dimension is
110 social cultural   political  
integrated into overall
performance  management.
Organisations must ensure
111 that their performance rigid   transparent   confidential
management is _____.    
_____ is especially
important when
incorporating the
112 Knowledge Appraisal Training
evaluation of ethical
 performance into the
review process. 
A good career planning
requires a _____ analysis of
113 casual normal   overall  
the environment for
 opportunities.  
Key characteristic of career
planning is developing
114 _____ goals and objectives unrealistic ambitious   realistic  
 that you can accomplish in
the future.  
A career _____ is someone
who takes special interest
115 mentor   coach   planner  
in helping another develop
a successful career.    
The career plans are
116 developed in the conformity   uncertainty   certainty  
environment of _____.  
 The role of a mentor can
benefit by providing the
117 team work   process  
opportunity to develop
_____  capacity.  
Mere planning does not
118 start   success   stability  
ensure career _____.  
The first important thing in
119 career planning is the profile   achievements   ability  
personal _____.  
Every effort must be made
to put the employees on
120 quantified willing   qualified  
jobs for which they are best
 _____ and suited.  
Career planning is not
121 suitable for _____ business large   medium sized   small
units.  
Career planning is a
process by which one
122 jobs   career goals   companies
selects _____ and the path
to these  goals.  
Fast promotions should be
123 Talented Unskilled Untrained
available to _____ people
Career Planning efforts to
be effective must receive
124 lower middle top
consistent support & help
from ______ management.
_____ is a relationship in
which a more experienced
or knowledgeable person
125 helps to guide a less Membership Fellowship Scholarship
experienced or less
knowledgeable person who
is talented.
In the wake of the _____
World War, the Japanese
126 acknowledged the Third First   Second  
importance  of a stable
working team.  
Organizational structures
are steadily making a
127 _____ from a pyramid progression regression   demotion  
structure  to a flat lateral
structure.  
_____ is the lifelong
process of managing Career
128 Career Develop Career Moveme
learning, work, leisure, and Settlement
ment   nt  
transitions.  
The most influential model
is the _____ of Japanese Model
129 Pyramidal mo Obsolescen
organisations and of  
del   ce  
careers.  
 The recent trend has been
to _____ middle
management positions in
130 eliminate   decrease increase  
order to  create a structure
of less number of
managers.  
The Japanese model lays
more emphasis on _____
131 employment and long term medium term   short term  
promotions  based on
seniority.  
Many professionals with
high and impressive
132 qualifications become tertiary secondary   useless  
_____  candidates for
management positions.  
In today's world, more
employers are looking for
133 supress hinder   facilitate  
ways to _____ career
 development.  
Career development is the
134 _____ acquisition or slow continual   one time  
refinement of skills and  
_____ is used widely in the
delivery of career
135 BST   ICT   JIT
development and guidance.
 
Organizational sturctures
are steadily making a
Flat
136 transition from a pyramid Flat lateral Flat Vertical
hierarchical
structure to a _____
structure.
The Japanese model lays
more emphasis on
137 talent skills training
promotions based on
________.
OPTION D

Random plaaned

neutal
constructive

performance
reviews
culture

coaching
feedback

continously

continously

monitoring
coaching
Process
process

positivity
motivation

skills
knowledge

equal
fixed

Performance
management

performance management

repetitive
process

systematic process
skills;knowled
ge

guidance support

HR
HR

F.W.Taylor

pater drucker
fixed
rigid

functional
tangible

reviwes

documentation

Performance
management
performance management

fixed
ongoing

skill based
knowledge
goal setting

skills
reviews

staffing
planning

knowledge

performance
 reduction

development

agreement

communication

press
conference
social media

Goals
goals

monitoring

appraisal

incorrect
quantified

honest
performance

Classic

morden

Timely
innovative

Effectively
proactively

Appraisal

rating

Rating
devlopoing
Help

disrespect

Official

formal

Driven

aligned

Rewarding

monitoring

Monitoring

planning

Rating

monitoring

Rewarding

rating
Rating

rewarding
Under
performer non-performer

Employement
coaching

Letter

message

performance
planning
electronic performance management system

Below
less

Simple

continuous
Performance
Evaluation performance planning

efforts

discussion

Relevent
relevant

training
criteria
Critical
incident
method

enchmarking

Superior
Employee
satisfactory emplyees

Performance
Managing
Performance Managing

Performance
Managing
performance appraisal
Critical
incident
method paired comparison system
Paired
Comparison
system
graphic rating scale

Paired
Comparison
system
ranking method
Paired
Comparison
system paired comparison system

Graphic rating
scale
behavioural appraisals

Free form
method
free form method

Henry Fayol
peter drucker

1955
1954
Autonomy motivation
direct
past

disadvantages
Advantage

compensatory

subjective

Monitoring

monitoring

specifying

monitoring

Goal feedback

out prespective
outperform

lengthy term
long term

Lower

poor

unconfident
suspicious

Inside Help
innovation

Not Included
untrained
 6 months

annual performance appraisal

Reward
benefits

supervisors

manager

Teaching
coaching

parallel  

direct

indirect 
cash

realistic  

realistic

new  

settled

compensation  

succession planning

skills-based  
skill-based

help  

hinder
clarity  
clarity

task interdepe
ndence  
task interdependence

unrest

frankness

Retraining underperformance

Reapparing

retraining

Allowances a reward system

UK UK

Talent based
pay contribution based pay

Responsibility
unfair
Code of
Culture code of ethics

confidence  
responsibility

unfair
trustworthy
 perceived  

perceived

production  
legal

unfair
impartiality

Responsibility
competency
Code of
Interests code of ethics

politically  

ethically

ethical  
ethically

fake
transparent

Mentoring

training

detailed
detailed

low profile  

realistic

organizer

mentor

reality
uncertainty
 leadership  
leadership
guidance success

goal
profile

exemplified  
quantified

very large
medium sized

ambitions
career goals
Kind talented

floor
top

Mentorship

mentorship

Manchu  

second

transition  

transition

Career Plannin
g 
career development

Autocratic
Model pyramidal
stabilise  

eliminate

life time  

life time

prime 

prime

oppress  
faciliate

sporadic  
continual

CST ICT

Oboslete

Flat vertical

seniority
seniority