Performance Management in Human resource management MCQs

Performance Management in Human resource management MCQs

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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1: 360-degree feedback presents employees with feedback from ________ and has the potential to provide useful, rich information.

A.   different worker

B.   different employ

C.   different stakeholders

D.   None of these

2: Adequate notice employees evaluated using criteria and standards that were clearly communicated to them in advance

A.   True

B.   false

3: Administrative purposes are used to _______ in the organization.

A.   make money

B.   make profit

C.   make decisions

D.   Both b & c

4: An employee is rated _______ of their start date with the organization.

A.   on the month

B.   on the end of Project

C.   on the anniversary

D.   All possible

5: When groups of managers come together and discuss the ratings they will give their employees before ratings are finalized.this meetings is known as

A.   Decision-making meetings

B.   Problem-solving meetings

C.   Calibration meetings

D.   Team-building meetings

6: The tendency to rate most employees in the middle category is known as ______.

A.   Central tendency error

B.   Upholders tendency error

C.   Questioners tendency error

D.   Obligers tendency error

7: A performance review conducted for the purpose of improving performance is known as ______ .

A.   Developmental purposes

B.   Point-factor method

C.   Classification method

D.   Both a & c

8: Diary keeping is the practice of recording employee performance on a regular basis ?

A.   True

B.   False

9: A formal review meeting explaining to the employee why and how a particular rating was given.This formal review is known as _____.

A.   Feedback culture

B.   Fair hearing

C.   Focal date reviews

D.   Forced distribution

10: In which employees and managers feel comfortable giving and receiving feedback ?

A.   Feedback culture

B.   Fair hearing

C.   Focal date reviews

D.   Forced distribution

11: Focal date reviews is a performance reviews that take place _______ for all employees

A.   on the different date

B.   on the joining date

C.   on the same date

D.   None of these

12: rced distribution is also known as _____.

A.   stack rankings

B.   Frame of reference

C.   Halo error

D.   Paired comparisons

13: Frame of reference (for) training involves raters observing specific instances of performance through videotapes or vignettes .

A.   True

B.   false

A.   Halo error

B.   Horns error

C.   Both a & b

D.   None of these

15: Ratings on one dimension negatively influencing how the employee is perceived on other dimensions is known as ‘

A.   Halo error

B.   Horns error

C.   Leniency error

D.   None of these

16: Ratings on one dimension negatively influencing how the employee is perceived on other dimensions is known as ‘

A.   Halo error

B.   Horns error

C.   Leniency error

D.   None of these

17: The principle that performance standards are administered consistently across all employees is known as

A.   Key performance indicators

B.   Judgment based on evidence

C.   Management by objectives

D.   Management by objectives

18: KPI stands for

A.   Key performance indicators

B.   Keratosis Pilaris indicators

C.   Kaiser Permanente indicator

D.   None of these

19: Leniency error is the tendency of a rater to rate most employees highly

A.   True

B.   False

20: Which management strategy in which organizational goals are translated into department- and individual-level goals

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

22: In ______ comparing two employees at the same time until every unique pair of employees has been compared and then compiling the results.

A.   Paired comparisons

B.   Performance appraisal

C.   Performance improvement plan

D.   None of these

23: Performance appraisal is an evaluation of employee performance

A.   Paired comparisons

B.   Performance appraisal

C.   Performance improvement plan

D.   None of these

24: Plan aimed at helping poor performers be accountable to meeting performance standards is known as_____.

A.   Paired comparisons

B.   Performance appraisal

C.   Performance improvement plan

D.   None of these

25: The process of measuring, communicating, and managing employee performance in the workplace is known as _____

A.   Paired comparisons

B.   Performance appraisal

C.   Performance improvement plan

D.   Performance management

26: Recency error focuses on the most recent employee behaviors they have observed rather than focusing on the entire rating period .

A.   True

B.   False

27: The tendency to rate almost all rates low is known as _____.

A.   Paired comparisons

B.   Performance appraisal

C.   Performance improvement plan

D.   Severity error

28: SMART goals are goals that are specific, measurable, aggressive, realistic, and time-bound

A.   True

B.   False

29: When a rater rank orders all employees from best to worst.This ranking is known as _____ .

A.   Standard competition ranking

B.   Modified competition ranking

C.   Dense ranking

D.   Straight rankings

30: A team evaluation in which systems, goals, and performance are evaluated at the team level is known as

A.   Team appraisals

B.   Absenteeism

C.   Alumni

D.   None of these

31: What promotes employee engagement, retention, and achievement of organizational objectives?

A.   A successful performance management system

B.   Top-down communication in an organization

C.   The implementation of career assessment

D.   Investigation of counterproductive behaviors

32: To implement a successful performance management system, research suggests that performance feedback should be provided ______.

A.   Once every 2 years

B.   Every time a mistake is made

C.   On a regular basis

D.   Only when employees request it

33: To become an adequate motivational tool, performance appraisal reviews and the feedback they generate must be ______.

A.   Reflective of data analytics

B.   Accepted by employees

C.   Provided by upper management

D.   Adherent to legal requirements

34: When is a performance rating system considered accurate?

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

35: What happens if the users of the performance appraisal system find it difficult to use, time-consuming, and burdensome?

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

36: It is critical to collect data from multiple sources and gather qualitative information about employees’ behaviors in different contexts to ______.

A.   Provide feedback to employees

B.   Communicate the organizational strategy

C.   Conduct a job analysis

D.   Conduct a job evaluation

37: Which method is considered one of the best for increasing performance?

A.   Team appraisals

B.   Goal setting

C.   Calibration meetings

D.   Annual reviews

38: A key characteristic of a SMART goal is that it is ______.

A.   Strategic

B.   Manageable

C.   Reliable

D.   Time bound

39: How can employees influence the performance ratings managers give them?

A.   Calibration meetings

B.   Auditing the system

C.   Impression management

D.   Diary keeping

40: Which of these can result in unintentional biases in performance rating?

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

41: Research suggests that when raters know they will have to explain their ratings to the employee they are rating, ______.

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

42: Research suggests that an effective way to reduce rating errors and increase accuracy is to ______.

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

43: Having managers keep records of employee performance in a diary has been shown to improve ______.

A.   Employee performance

B.   Rating accuracy

C.   Management by objectives

D.   Communication with employees

44: What is an important aspect of coaching employees?

A.   Implementing safety protocols

B.   Conducting job analyses

C.   Collecting data on performance issues

D.   Modeling the right behaviors

45: When is it most likely for the measurement of employee performance to be perceived as unfair?

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

46: Broadly understood, performance management represents organisational attempts to do which of the following

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

47: Which of the following is not a characteristic of SMART performance objectives

A.   Specific

B.   Attainable

C.   Realistic

D.   Temporary

48: Which of the following groups do not typically provide feedback in 360-degree appraisals

A.   Peers

B.   Line managers

C.   Customers

D.   Competitors

49: The dual objectives of performance appraisals – to review prior performance and to prepare for future performance – can result in a tension for line managers between which of the following roles

A.   Judge and coach

B.   Mentor and mentee

C.   Manager and friend

D.   Role model and confidante

50: . Some commentators discern between corporate and organisational culture because

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