performance management
DESCRIPTION
document that is all about the performance appraisalTRANSCRIPT
PERFORMANCE MANAGEMENT
UNIT-1
1 MARKS QUESTIONS
You have completed your quiz attempt. You have scored 2 of 7 possible points.
Question ResultsScore 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 ResultsScore 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 ResultsScore 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 ResultsScore 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
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
Unit3You have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore 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 ResultsScore 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 ResultsScore of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer User answer
Self motivation Intrinsic motivation
Match Correct Answer User answer
Motivation by management Extrinsic motivation
Pseudo teams Do not take risks
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
Unit4You have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore 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 ResultsScore 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 ResultsScore of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer User answer
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
Unit5Question 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 ResultsScore 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 ResultsScore of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer
Responsibility of manager
Identify goals, responsibilities and competencies
Responsibility of employee
Identify developmental areas and needs
Role profilesOrganisations competency framework that defines the knowledge and skills required to achieve the role objectives and any particular behavioural requirements
Match Correct Answer
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 6Question 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 ResultsScore 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 ResultsScore of NA (skipped)
Question:
Match the following sets.
Response:
Match Correct Answer
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 GregorGenerates 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 7You have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore 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 ResultsScore 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 ResultsScore of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer User answer
Essay appraisal Unstructured and undefined to a great extent
Forced distribution Structure of comparative evaluation
Match Correct Answer User answer
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 ResultsScore 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
Score of NA
Question:
Expand SAM.
Response:
Strategic Account Manager
Standard Analysis Method
Subordinates Appraising Managers
Serial Access Memory
Feedback:
Not the right choice: This is not the standard expansion.
Score of NA
Question:
The best way is to use 360 degree feedback for __________.
Response:
Developmental initiatives
Rewards
Appraisal
Promotion
Feedback:
Not the right choice: Promotion is nothing but elevating the position of an employee in the hierarchy. This is one way of rewarding.
Score of NA
Question:
The ______ feedback is firmly planted in behaviours needed to exceed customer expectations.
Response:
180 degree
Top-down approach
360 degree
Bottom-up approach
Feedback:
Not the right choice: In bottom-up approach decision-making is centralised at lower levels of the firm.
Score of NA
Question:
The _______ gives a chance to the employee to compare his/her abilities, limitations, success with others and judge ones own
performance.
Response:
Self appraisal
Superior appraisal
Subordinate appraisal
Peer appraisal
Feedback:
Not the right choice: Peer ratings are considered when the individuals capability is known or the result of the performance can be computed.
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA
Question:
State whether the following statements are true or false.
1. A 360 degree performance appraisal is usually integrated into the yearly compensation and grading reviews, which normally
leads to business planning for the next financial year.
2. 360 degree feedback do not assist in assessment and analysis of organisational training needs.
Response:
1T , 2F
1T , 2T
1F , 2T
Feedback:
Not the right choice: Statement 1 is true as 360 degree performance appraisal is usually integrated into the yearly compensation and grading reviews, which normally leads to business planning for the next financial year. Statement 2 is false as 360 degree feedback can assist in assessment and analysis of organisational training needs.
1F , 2F
Score of NA
Question:
State whether the following statements are true or false.
1. Individual qualities such as leadership skills, team relations, interactive skills, sales acumen, services, compromising and guiding
ability can be easily calculated or measured.
2. If implemented with care and proper training, a 360 degree feedback can prove to be a highly beneficial addition to your
performance management system
Response:
1F, 2 F
1T, 2F
1F, 2T
1T, 2T
Feedback:
Not the right choice: Statement 1 is false as individual qualities such as leadership skills, team relations, interactive skills, sales acumen, services, compromising and guiding ability cannot be easily calculated or measured. Statement 2 is true because if implemented with care and proper training, a 360 degree feedback can prove to be a highly beneficial addition to your performance management system.
Score of NA
Question:
Which among the following are the characteristics of 360 degree feedback?
1. Bottom-up approach.
2. Rank-and-file workers functioning in teams.
3. Feedback provided in an anonymous way.
4. Rely exclusively on the manager to provide feedback.
Response:
1 , 2
2 , 4
2 , 3
1 , 4
Feedback:
Not the right choice: Statement 1 and statement 4 are not the characteristics of 360-degree feedback.
Score of NA
Question:
Which among the following are the characteristics of customers ratings?
1. Better at evaluating outputs.
2. Designing and validating customer surveys and time-consuming process.
3. Need for discrimination is essential.
4. Takes the opinions of multiple subordinates into consideration.
Response:
2 , 3
1 , 4
1 , 2
3 , 4
Feedback:
Not the right choice: Statements 3 and Statement 4 are not the characteristics of subordinates ratings.
ou have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA
Question:
Match the following.
Response:
Match Correct Answer User answer
Self ratingEmployee should keep note of the tasks accomplished.
Excellent indicators of future performance
Supervisors rating
Traditional source of employee feedbackNeglecting this feedback can result in not serving the purpose of the business.
Peer rating Excellent indicators of future performanceEmployee should keep note of the tasks accomplished.
Customers rating
Neglecting this feedback can result in not serving the purpose of the business.
Excellent indicators of future performance
Score of NA
Question:
Assume that you are the HR manager of a company ABBA. You are asked to establish an appraisal methodology with respect to
360 degree feedback. In which of the following appraisal methods of 360 degree feedback involves the subordinates evaluation of
an individual on parameters like communication and convincing abilities, superior ability to assign the work, and team leading
qualities?
Response:
Subordinate appraisal
Peer appraisal
Superior appraisal
Feedback:
Not the right choice: Superiors appraisal outlines the traditional thought of performance appraisal, where the employees tasks and actual presentation is rated by the superior
Self appraisal
Score of NA
Question:
State whether the following statements are True or False.
1. Many organisations employ 360-degree feedback without defining the objective and the perspective of the programs clearly.
2. Some employees and managers are fine with the anonymous feedback, some find it difficult to overcome the criticism made
through feedback by an unnamed entity.
3. The data collection is not organised, that is, not prepared in a systematic way through aptitude tests or interviews.
4. Performance evaluations through 360 degree appraisal are not necessary for developing goals and business strategies.
Response:
1F , 2T , 3T , 4F
1T , 2F , 3F , 4T
1F , 2F , 3T , 4F
Feedback:
Not the right choice: Statements 1 is true as many organisations employ 360-degree feedback without defining the objective and the perspective of the programs clearly. Statement 2 is true as some employees and managers are fine with the anonymous feedback, some find it difficult to overcome the criticism made through feedback by an unnamed entity. Statement 3 is false as the data collection is organised, that is, prepared in a systematic way through aptitude tests or interviews. Statement 4 is false as performance evaluations through 360 degree appraisal are necessary for developing goals and business strategies .
1T , 2T , 3F , 4F
Unit-9
ou have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore of NA (skipped)
Question:
In which of the following statistical approaches the deduced grade is observed as the combination of the individuals true capability, a
grader effect, and arbitrary error?
Response:
Common least squares failure
Biased least squares failure
Declaration of misplaced data
Absolute standard
Score of NA (skipped)
Question:
In _________ evaluators adapt a reverse theory while inspecting their appraisee and thus lean to rate them too harshly.
Response:
Recency effect
Severity effect
First impression errors
Leniency effect
Score of NA (skipped)
Question:
In _________ the parody that an an evaluator develops about a whole group can vary when compared with a single member of the
group.
Response:
Perception differences
Scale shrinking
Stereotyping
Differential effects
Score of NA (skipped)
Question:
In ___________ evaluation system individuals are graded respectively from best to worst on the basis of their total work
performance.
Response:
Relative standard
Absolute standard
MBO
360 degree
Score of NA (skipped)
Question:
Sometimes evaluators accept or reject some particular acts or attributes of the individual enormously and, thus grade him/her
confidently on all other measures this is called ___________________.
Response:
First impression errors
Leniency effect
Halo effect
Recency effect
Score of NA (skipped)
Question:
The ______ appraisal process measures an individuals performance keeping in concern only the behavioural parameters
mentioned on the rating scale .
Response:
MBO
360-degree
Halo effect
BARS
Score of NA (skipped)
Question:
In planning and executing a performance development plan the _________ meeting should be scheduled.
Response:
EEOC
MBO
PDP
GPA
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are true or false.
1. In BARS method, members of work groups can estimate each other.
2. If managers identify how to communicate their evaluation of individual performance throughout the working period, they would be
proficient to grant subordinates accurate grades.
Response:
1F, 2 F
1F, 2T
1F, 2F
1T, 2F
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. We cannot overlook the significance and consequence of the evaluation processes in the real time environment.
2. In a recent Human Resources Forum poll for organisations, 16 percent of the people responding had performance appraisal
system.
Response:
1T , 2F
1F , 2T
1T , 2T
1F , 2F
Score of NA (skipped)
Question:
Which among the following are the characteristics of absolute standard evaluation system?
1. Employees are not compared with each other.
2. Individuals performance is measured and then graded according to the percentages.
3. Employees way of communication, behaviour and consistency is taken into account.
4. Combined work performance of paired employees is matched with other employees involved with the similar tasks.
Response:
1, 2
3, 4
1, 3
2, 4
Score of NA (skipped)
Question:
Which among the following are the disadvantages of BARS?
1. Involves inspectional ability of unstable behaviour
2. Grades are not subjected to different analysis of graders
3. Recognition of crucial behaviours consumes a lot of time and effort
4. It approaches EEOC instructions for reasonable service practices
Response:
1, 2
2, 4
1, 3
3, 4
You have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA (skipped)
Question:
Assume that you are the HR manager of a company MCQ. You are asked to establish a grading system in your organisation. Which
of the following grading systems involves an evaluator not having sufficient data to deduce an objective grading, he/ she may
manage by allotting grades that are thoroughly higher or lower?
Response:
Stringency error
Perception differences
Scale shrinking
Recency effect
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. It is essential to be systematic in creating an application of evaluation, to make sure that essential questions are replied and
related needs are meet.
2. Today, efforts are being made to mitigate subjectivity and rating bias in performance appraisal systems.
3. If employees are not liable for their grades, they should get more influence in the evaluation system.
4. The collection of data is organised using some illogical way.
Response:
1F , 2T , 3T , 4F
1T , 2F , 3F , 4T
1F , 2F , 3T , 4F
1T , 2T , 3F , 4F
Score of NA (skipped)
Question:
Match the following.
Response:
Match Correct Answer User answer
Lead relationship Decisions based on performance assessment
Match Correct Answer User answer
Lag relationship Execute a plan of action that has already been decided upon
Assimilation effects Appreciate who posses uniqueness
Central tendency and averaging Assign nearly equal grades
Unit-10
Question ResultsScore of NA (skipped)
Question:
In Said/Heard—Meant/Felt Matrix, the issue with many performance review sessions is that the communications end at ________.
Response:
Quadrant B
Quadrant A
Quadrant D
Quadrant C
Score of NA (skipped)
Question:
The feedback a person received from a _________ system will surely provide an opportunity for the individual to take an honest
look at themselves.
Response:
Formal-recognition
Team-feedback
Formal-feedback
360-degree feedback
Score of NA (skipped)
Question:
The main goal of ____________ is to explore the perceptions of others about an individuals performance.
Response:
Team feedback
360-degree feedback
Self-directed feedback
Performance feedback
Score of NA (skipped)
Question:
The most obvious psychological effect is the potential _____________ process that is a result of many performance feedback
systems.
Response:
Feedback
360-degree
Labelling
Traditional-feedback
Score of NA (skipped)
Question:
The ______ evaluations usually focus on the results of an individuals efforts during the past year.
Response:
Performance
Formal-performance
Annual-performance
Performance-review
Score of NA (skipped)
Question:
The __________ spends more time on explaining his or her rationale for rating the person the way he or she did than on anything
else during the review.
Response:
Evaluator
Supervisor
Employee
Subordinate
Score of NA (skipped)
Question:
The ______________ includes all those ways people might receive feedback that do not require executive approval in order for it to
be provide.
Response:
Informal-recognition
Formal-recognition
Recognition
Formal feedback
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are true or false.
1. Performance Appraisal Feedback Models help us to achieve what is known as a meaningful performance feedback.
2. Feedback serves as a cornerstone to help managers to improve their performance in any organisation.
Response:
1F, 2 F
1T, 2F
1F, 2T
1T, 2T
Score of NA (skipped)
Question:
Which among the following are the characteristics of self directed feedback?
1. Feedback schedule is set by the system.
2. Individual sets own feedback schedule within certain parameters.
3. Individual develops own procedures.
4. Feedback is administered according to established procedures.
Response:
1, 2
3, 4
2, 3
1, 4
Score of NA (skipped)
Question:
Which among the following relates to Team-feedback?
1. Employees team members provide feedback.
2. Give the individual personal feedback from a variety of perspectives.
3. Helps everyone to work more efficiently.
4. Provide the individual a more complete understanding of how others perceive them.
Response:
1, 2
3, 4
1, 3
2, 4
Score of NA (skipped)
Question:
State whether the following statements are true or false
1. The purpose of creating a personal performance feedback mission is to develop a formal statement that identifies what you plan
to achieve by your performance feedback planner.
2. The most important aspect of Performance Appraisal Feedback Planner is that it meets the goals and expectations of an
organisation and those participating in the process.
Response:
1F , 2T
1T , 2F
1T , 2T
1F , 2F
Unit-11
ou have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore of NA (skipped)
Question:
The ____________ theory lays great emphasis on the need of feedback of information on performance, if employees are to be
motivated to perform well.
Response:
Expectancy
Appraisal system
Goal-setting
Reward
Score of NA (skipped)
Question:
What does reliability reflect?
Response:
Validity
Reward
Standards
Repeatability
Score of NA (skipped)
Question:
In 1964, _____________encouraged an outbreak of research interest in expectancy theory.
Response:
Tolman
Georgopoulos
Victor Vroom
Lewin
Score of NA (skipped)
Question:
In a paper published by _____________ argued that goals pursued by employees can play an important role in motivating superior
performance.
Response:
Lewin
Edwin Locke
Fowler
Georgopoulos
Score of NA (skipped)
Question:
The ____________ express scientific performance levels or changes of levels to be attained in future, rather than a minimum level
of performance.
Response:
Targets
Benchmarking
Milestone
Standards
Score of NA (skipped)
Question:
The ____________ is done to measure whether the organisation is achieving the goals which were set by them.
Response:
Quantitative measure
Qualitative measure
Expectancy theory
Appraisal system
Score of NA (skipped)
Question:
The ____________ mark the accomplishment of significant stages of program performance.
Response:
Expectancy theory
Standards
Milestones
Benchmarking
Unit-12
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are true or false.
1. It is a misconception to think that by having an appropriate rating system, the objective can he achieved.
2. The emphasis on numbers is not a problem in performance management systems.
Response:
1T , 2F
1F , 2F
1F , 2T
1F , 2T
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. Many surveys of Fortune 500 or 1000 companies signify a high degree of appreciation with the performance management and
appraisal systems.
2. Human resource people almost constantly claim that their performance management systems are excellent and working well.
Response:
1F, 2 F
1F, 2T
1T, 2T
1T, 2F
Score of NA (skipped)
Question:
Which among the following are the types of competencies which are required for effective implementation of performance
management systems?
1. Business sense and participation in the main business of the organisation.
2. A rating of seven is given by a conservative materials manager to a well-performing subordinate.
3. A rating of seven is given by an indulgent IT manager to an average programmer.
4. Information and facts of all the departments and gratitude for each of them and their roles.
Response:
1, 2
2, 3
1, 4
3, 4
Score of NA (skipped)
Question:
Which among the following can be achieved by the companies with the help of performance management framework?
1. Clearly converse the goals and key performance strategies across the entire organisation.
2. Helps in performance measuring, evaluating, and reporting.
3. Instantly publish the performance data.
4. Measures and reports all types of planning performance.
Response:
1, 4
1, 3
2, 3
2, 4
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are true or false.
1. It is a misconception to think that by having an appropriate rating system, the objective can he achieved.
2. The emphasis on numbers is not a problem in performance management systems.
Response:
1T , 2F
1F , 2F
1F , 2T
1F , 2T
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. Many surveys of Fortune 500 or 1000 companies signify a high degree of appreciation with the performance management and
appraisal systems.
2. Human resource people almost constantly claim that their performance management systems are excellent and working well.
Response:
1F, 2 F
1F, 2T
1T, 2T
1T, 2F
Score of NA (skipped)
Question:
Which among the following are the types of competencies which are required for effective implementation of performance
management systems?
1. Business sense and participation in the main business of the organisation.
2. A rating of seven is given by a conservative materials manager to a well-performing subordinate.
3. A rating of seven is given by an indulgent IT manager to an average programmer.
4. Information and facts of all the departments and gratitude for each of them and their roles.
Response:
1, 2
2, 3
1, 4
3, 4
Score of NA (skipped)
Question:
Which among the following can be achieved by the companies with the help of performance management framework?
1. Clearly converse the goals and key performance strategies across the entire organisation.
2. Helps in performance measuring, evaluating, and reporting.
3. Instantly publish the performance data.
4. Measures and reports all types of planning performance.
Response:
1, 4
1, 3
2, 3
2, 4
You have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA (skipped)
Question:
Assume that you are the Manager of a well known company. You are asked to carry out the review of performance management
system. To conduct an efficient review of the performance management system the written statement should have few things.
Which of the following things will your wriiten statement cover to have an efficient review of the performance management system?
1. Conduct an assessment of overall performance.
2. Have an overall summary of the progress made towards each objective.
3. The time/date of the meeting agreed well in advance.
4. An objective for the meeting which provides focus/purpose.
Response:
1, 2
1, 3
2, 4
3, 4
Score of NA (skipped)
Question:
State whether the following statements are True or False.
1. Everyone who is part of the organisation is authorised with everything to actively participate in the performance management
process.
2. Performance management system emphasises on performance improvements of individuals, teams and organisations,
performance planning, analysis, review, development and improvements.
3. Human resource department image and inability to promote a sense of ownership of the system among the managers is one of
the problems of design mistakes.
4. The review of a performance management system must focus upon achievements and not allow a full discussion on areas for
development.
Response:
1F , 2T , 3T , 4F
1T , 2F , 3F , 4T
1F , 2F , 3T , 4F
1T , 2T , 3F , 4F
Score of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer
Implementation mistakes Nature of the system
Performance management system Review mechanisms essentially to bring performance improvements
Appraisal system Review mechanisms to ensure objectivity in ratings
Match Correct Answer
Design mistakes Lack of organisational support
Unit-13
You have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore of NA (skipped)
Question:
Performance based _______ aids in creating a necessary talent pool of employees for the future needs of the organisation.
Response:
Promotion
Development
Performance evaluation
Succession planning
Score of NA (skipped)
Question:
The two-way process of making informed human resource policy and management choices based on a suitable study of relevant
data and information is called ____________.
Response:
DDDM
TED
TRP
Peter principle
Score of NA (skipped)
Question:
The word _______ is used to refer to imparting of specific instructions done one on one.
Response:
Dimensions
Determinants
Training
Peter Principle
Score of NA (skipped)
Question:
The _____ is a well planned system designed to improve or develop skills, knowledge, and abilities to perform a particular task or
job.
Response:
Development
Performance evaluation
Training
Determinants
Score of NA (skipped)
Question:
The ________ allows the appointing authority to coach an employee and evaluate the employees evolution, effort and adaptability.
Response:
Performance evaluation
Promotion
Probationary phase
Development
Score of NA (skipped)
Question:
The ________ can affect organisational units with the virus of envy if not properly handled.
Response:
Promotion
Performance evaluation
Peter Principle
Dimensions
Score of NA (skipped)
Question:
The ________ planning is basically ensuring to have the right people in the right place at the right time.
Response:
TRP
Succession
TED
Performance evaluation
ou have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
Succession planning is based on which of the following factors ?
1. Positions for which the planning is carried out.
2. Present and past performance intensity of the employees.
3. Tackle the most important human resource questions of the day.
4. Weigh the available evidence.
Response:
1, 2
1, 3
2, 4
3, 4
Score of NA (skipped)
Question:
Which among the following are the vital elements of the context matter?
1. Historical and cultural factors.
2. Convolution of what is being presented.
3. Health system factors.
4. Beliefs and values as well as current position on certain issues.
Response:
1, 2
3, 4
1, 3
2, 4
Score of NA (skipped)
Question:
State whether the following statements are true or false
1. It is habitually satisfactory for the promoted employee to still receive just their previous salary during probation.
2. The practice in some companies of just announcing somebody promotion out rightly is a good practice.
Response:
1T , 2F
1F , 2T
1T , 2T
1F , 2F
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. Training activities and developmental activities both mean the same.
2. There are two approaches of training development.
Response:
1F, 2 F
1F, 2T
1T, 2T
1T, 2F
ou have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer User answer
Career planning Constant progression
Succession planning Complex process
Performance evaluation Decisions on promotions, placements
Review process Evaluate attitude, ability
Score of NA (skipped)
Question:
Assume that you are the HR manager of a company MCQ. You are asked to establish career planning which involves many steps.
In which of the following steps of career planning does each elected superior and training head develop and execute a program to
improve the job and career related skills of employees so that they may deliver more valuable service to the organisation?
Response:
Training
Evaluating Probationary Employees
Promotion
Performance evaluation
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. Data-driven decision-making is a core function that must be implanted into the culture of organisation.
2. The nature of bonding between the possible data users within an organisation is one of the most critical dynamics determining
success or failure.
3. When presented with convincing data, people tend only to reject new ideas based upon individual inclination.
4. The planning is the entire setting or environment in which human resource data are being gathered, analysed and used to make
policy and management decisions.
Response:
1F , 2T , 3T , 4F
1T , 2F , 3F , 4T
1F , 2F , 3T , 4F
1T , 2T , 3F , 4F
Unit-14
You have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore of NA (skipped)
Question:
The ________ refers to compensation relationships external to the organisation such as the comparison with competitors.
Response:
Reward policies
Classical conditioning
External competitiveness
Algorithmic compensation
Score of NA (skipped)
Question:
A _________ manager is rewarded if a project is completed on time and at the lowest price.
Response:
Operations
Maintenance
Project
Store room
Score of NA (skipped)
Question:
Employee benefits are directly linked to tax and social security legislation in ________.
Response:
Classical conditioning
Reward policies
Reward strategy
External environment
Score of NA (skipped)
Question:
In order to obtain profits the _________ should recognise the performance or behaviours that will contribute to the reward system
development.
Response:
Entrepreneur
Maintenance manager
Operations manager
Store room manager
Score of NA (skipped)
Question:
The term __________ is used to explain behaviour, which has been encouraged by reward or discouraged through punishment.
Response:
Classical conditioning
Operant conditioning
Reward strategy
Algorithmic compensation
Score of NA (skipped)
Question:
The ________ of an organisation can have a lot of impact on the organisational strategy, which in turn, can influence the reward
system.
Response:
Internal environment
Classical conditioning
Experimental compensation
Algorithmic compensation
Score of NA (skipped)
Question:
The ________ refers to assessments among jobs or skill levels within an organisation.
Response:
Experimental compensation
Algorithmic compensation
Internal alignment
Reward policies
ou have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are true or false
1. Managers at the corporate level are anxious about the strategic scope of the organisation and about the corporate strategy which
addresses the main concerns of the multidivisional firms.
2. Organisations should focus on reward very vigilantly and develop a clear reward strategy before moving to implementation.
Response:
1T , 2T
1T , 2F
1F , 2T
1F , 2F
Score of NA (skipped)
Question:
State whether the following statements are true or false.
1. A reward systems success always depends upon the types of reward drivers and analysis of the same.
2. A modern culture is characterised by fraternal relationships, long-term assurance, a sense of tradition and style, interdependence,
loyalty, and collective initiative.
Response:
1F, 2 F
1T, 2F
1F, 2T
1T, 2T
Score of NA (skipped)
Question:
Which among the following are the challenges and difficulties faced by organisations regarding reward management?
1. Weak performance evaluation capabilities of line managers who decide on merit and more generally, lack of trust.
2. Absence of a common set of expectations regarding management style or philosophy.
3. Poor performance management failing to motivate.
4. Limited interaction and individual initiative.
Response:
1, 2
3, 4
1, 3
2, 4
Score of NA (skipped)
Question:
Which of the following are the characteristics of the reward system ?
1. Payment of management bonuses based on the performance of their department.
2. Base salary increases on the basis of external labour market circumstances and performance.
3. Encouragement of a strong sense of freedom and individuality.
4. Purely contractual relationship between individual and organisation.
Response:
1, 2
1, 3
2, 4
3, 4
You have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA (skipped)
Question:
Match the following.
Response:
Match Correct Answer
Internal reward driver Business unit of the organisation
Organisations objectives Vision and mission
Multiple measures/procedures Improved financial performance along with enhanced customer service
Operations and maintenance Do not work as a team
Score of NA (skipped)
Question:
Assume that you are the HR manager of a company HYX. You are asked to establish a reward system. The culture followed in the
organisation is a normal culture. You have to establish a bonus-based reward system. Which of the following happens in bonus-
based reward system?
1. Bonuses are comparatively small and based on corporate performance.
2. A major increase in salary is due to tenure of employment and performance.
3. Determination of suitable rewards.
4. Communication of plans to employees.
Response:
1, 2
2, 3
1, 4
3, 4
Score of NA (skipped)
Question:
State whether the following statements are True or False.
1. Pay bands should be broader and competences should be included as variables determining base pay levels.
2. A mechanistic organisational structure is characterised by a high degree of centralisation, standardisation, and a narrow span of
control.
3. If individual work is a business goal, a bonus system that rewards employees who progress their efficiency by themselves or at
the expense of another is not logical.
4. Many storeroom managers will agree that they might be in more dilemmas if they overspend the maintenance funds than
required.
Response:
1F , 2T , 3T , 4F
1T , 2F , 3F , 4T
1F , 2F , 3T , 4F
1T , 2T , 3F , 4F
Unit-15
ou have completed your quiz attempt. You have scored 0 of 7 possible points.
Question ResultsScore of NA (skipped)
Question:
Identify one of the step followed while building an ethical organisational culture.
Response:
Focus on how ethics and values can be inculcated into the design of key systems, which include performance management and reward systems.
Growth, Development, Harmony, Effectiveness and Profitability
Rewarding people for doing the right thing and challenge them when they do the wrong thing
It behaves as an instrument to create economic growth and banish poverty.
Score of NA (skipped)
Question:
Identify the guidelines that ensure that the ethics management program is operated in a meaningful fashion
Response:
Specific
Profitability
Value forgiveness
Strategically Linked
Score of NA (skipped)
Question:
Identify the objectives of performance appraisal.
Response:
Provide simplicity of the expectations and responsibilities of the functions to be performed by the employees.
The employee is given an opportunity to speak about the problems to the superior.
Serving people to recognise and deal with their error.
Purpose acts as a way of operating with high values which in turn ties the organisation to its environment.
Score of NA (skipped)
Question:
The most important ingredient that helps us to remain ethical is in trying to behave ___________.
Response:
Ethical
Effectiveness
Accountable
Performance
Score of NA (skipped)
Question:
To abandon or abuse the performance appraisal process is a violation of _____________.
Response:
Responsibility
Business ethics
Resources
Harmony
Score of NA (skipped)
Question:
Defining __________ will ensure a sense of urgency and purpose on the part of the employee.
Response:
Mutual goals
Ethics
Accountability
Development
Score of NA (skipped)
Question:
HR system is the solution to the development and ______________ of moral traditions.
Response:
Profitability
Maintenance
Performance
Organisation
You have completed your quiz attempt. You have scored 0 of 8 possible points.
Question ResultsScore of NA (skipped)
Question:
Identify the codes of conduct need to be followed to ensure the implementation of the ethics programs.
1. Being reliable and prompt.
2. Give an insight into the necessary training and development.
3. Complying with laws and regulations.
4. Perform as an instrument to create economic growth and banish poverty.
Response:
1, 3
1, 2
2, 4
1, 4
Score of NA (skipped)
Question:
State whether the following statements are True or False:
1. HRM personnel are the best driving factors for building a strong ethical foundation. Only then can they succeed in creating an
organisation which comfortable and civilised.
2. It is understood and incorporated that every significant management decision has ethical value dimensions tagged to it.
Response:
1T, 2T
1F, 2T
1T, 2F
1F, 2F
Score of NA (skipped)
Question:
State whether the following statements are True or False:
1. Most of the HRM professionals argue that it is difficult to stick on to the ethical codes because of pressures from political,
economic and social groups.
2. Unethical conduct should not be disciplined.
Response:
1F, 2T
1F, 2F
1T, 2T
1T, 2F
Score of NA (skipped)
Question:
Which of the following are steps to be followed while building an ethical organisational culture?
1. Run training courses on values and ethics.
2. Value forgiveness.
3. Occurrence of ethical dilemmas should be avoided.
4. Reward people for doing the right thing and challenge them when they do the wrong thing.
Response:
1, 2
2, 3
1, 4
3, 4
ou have completed your quiz attempt. You have scored 0 of 12 possible points.
Question ResultsScore of NA (skipped)
Question:
State whether the following statements are True or False:
1. Helps to determine the gap between the actual performance of the employee and what exactly is required or desired by the
organisation.
2. Provide useful information towards the decision making concerned with areas of promotion, merit rating and compensation
reviews.
3. People should not be encouraged to raise concerns about the unethical actions of colleagues.
4. A clear purpose and strategy are necessary for the overall ethical development of an organisation.
Response:
1T, 2T, 3F, 4T
1T, 2F, 3F, 4F
1F, 2F, 3T, 4T
1T, 2F, 3T, 4F
Score of NA (skipped)
Question:
Match the following sets:
Response:
Match Correct Answer
RealisticA well written performance objective focuses on the goals and the path required to meet the objective. And challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Strategically Linked
Is performance objectives which help to create a link between the direction of each individual employee and the goals of the entire organisation.
SpecificReduces the chances for disputes or confusion during the performance appraisal time and allows individuals to focus their efforts and guides them in making the necessary changes to achieve results.
Value forgiveness
This involves helping people to recognise and address their mistakes. You should be able to continue to support them in their struggle to operate ethically.
Score of NA (skipped)
Question:
Assume that you are working as the HR manager for a financial organisation, wherein, you believe that the work environment is not
following the ethics of the organisation. You wish to rectify this situation by encouraging good work place ethics. You have decided
to draft a mail stating the advantages of the same. Which among the following is the initial step that will help you in your process?
Response:
To encourage good work place one needs to establish an organisational role to
manage ethics by scheduling an ongoing assessment on the ethics requirements.
Understand that managing ethics is an ongoing process.
Provide useful information towards the decision making concerned.
Focus on how ethics and values can be inculcated into the design of key systems.