Try to answer these 50 Performance Management in Human resource management MCQs and check your understanding of the Performance Management in Human resource management subject.
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A. different worker
B. different employ
C. different stakeholders
D. None of these
A. True
B. false
A. make money
B. make profit
C. make decisions
D. Both b & c
A. on the month
B. on the end of Project
C. on the anniversary
D. All possible
A. Decision-making meetings
B. Problem-solving meetings
C. Calibration meetings
D. Team-building meetings
A. Central tendency error
B. Upholders tendency error
C. Questioners tendency error
D. Obligers tendency error
A. Developmental purposes
B. Point-factor method
C. Classification method
D. Both a & c
A. True
B. False
A. Feedback culture
B. Fair hearing
C. Focal date reviews
D. Forced distribution
A. Feedback culture
B. Fair hearing
C. Focal date reviews
D. Forced distribution
A. on the different date
B. on the joining date
C. on the same date
D. None of these
A. stack rankings
B. Frame of reference
C. Halo error
D. Paired comparisons
A. True
B. false
A. Halo error
B. Horns error
C. Both a & b
D. None of these
A. Halo error
B. Horns error
C. Leniency error
D. None of these
A. Halo error
B. Horns error
C. Leniency error
D. None of these
A. Key performance indicators
B. Judgment based on evidence
C. Management by objectives
D. Management by objectives
A. Key performance indicators
B. Keratosis Pilaris indicators
C. Kaiser Permanente indicator
D. None of these
A. True
B. False
A. Management by objectives.
B. Competitive Strategy.
C. Corporate Strategy.
D. Business Strategy.
A. regular basis, usually week
B. After month , usually yearly
C. Report basis
D. none of these
A. Paired comparisons
B. Performance appraisal
C. Performance improvement plan
D. None of these
A. Paired comparisons
B. Performance appraisal
C. Performance improvement plan
D. None of these
A. Paired comparisons
B. Performance appraisal
C. Performance improvement plan
D. None of these
A. Paired comparisons
B. Performance appraisal
C. Performance improvement plan
D. Performance management
A. True
B. False
A. Paired comparisons
B. Performance appraisal
C. Performance improvement plan
D. Severity error
A. True
B. False
A. Standard competition ranking
B. Modified competition ranking
C. Dense ranking
D. Straight rankings
A. Team appraisals
B. Absenteeism
C. Alumni
D. None of these
A. A successful performance management system
B. Top-down communication in an organization
C. The implementation of career assessment
D. Investigation of counterproductive behaviors
A. Once every 2 years
B. Every time a mistake is made
C. On a regular basis
D. Only when employees request it
A. Reflective of data analytics
B. Accepted by employees
C. Provided by upper management
D. Adherent to legal requirements
A. When it demonstrates reliability and validity
B. When it facilitates the decision-making process
C. When decisions reflect managers’ gut feelings
D. When there is interrater disagreement
A. Employees will take less time to collect performance issues
B. Managers will provide effective feedback to employees
C. Employees will be dissatisfied with their jobs
D. Employee and manager motivation to embrace the system will be low
A. Provide feedback to employees
B. Communicate the organizational strategy
C. Conduct a job analysis
D. Conduct a job evaluation
A. Team appraisals
B. Goal setting
C. Calibration meetings
D. Annual reviews
A. Strategic
B. Manageable
C. Reliable
D. Time bound
A. Calibration meetings
B. Auditing the system
C. Impression management
D. Diary keeping
A. Holding favorable attitude toward the ratee
B. Knowing the different kinds of rating error
C. Focusing primarily on results-based metrics
D. Participating in the frame of reference training
A. Raters are more responsive to rater training
B. Raters are more likely to be lenient
C. Raters are more likely to make accurate measurements
D. Raters rely more on their gut feelings
A. Foster a greater appreciation of interrater agreement
B. Have raters observe performances and tell them the “true scores”
C. Thoroughly explain the organization’s expectations and goals
D. Teach raters about the different types of rating errors
A. Employee performance
B. Rating accuracy
C. Management by objectives
D. Communication with employees
A. Implementing safety protocols
B. Conducting job analyses
C. Collecting data on performance issues
D. Modeling the right behaviors
A. When trust is absent between employees and managers
B. When the organization faces external challenges
C. When the employees are apathetic toward their jobs
D. When the organization fosters a feedback culture
A. To generate competition between individual employees to elicit improved performance
B. To align individual or team performance with organisational objectives
C. To more tightly control the behaviour of employees
D. To provide a means of getting rid of poor performers
A. Specific
B. Attainable
C. Realistic
D. Temporary
A. Peers
B. Line managers
C. Customers
D. Competitors
A. Judge and coach
B. Mentor and mentee
C. Manager and friend
D. Role model and confidante
A. The former is deliberately constructed whilst the latter evolves ‘naturally’
B. The former is a source of competitive advantage whilst the latter is not
C. The former is that which exists at senior managerial level and the latter is that in the rest of the organisation
D. The former is associated with private sector firms and the latter with public sector organisations