Question:

Standards are established to:

A.

Achieve desired outcomes

B.

Meet legal compliance

C.

Achieve competitive advantage

D.

Promote goodwill in MARKET

Answer» a. Achieve desired outcomes

Question:

The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the

A.

Task inventory analysis method

B.

Technical conference method

C.

Diary maintenance method

D.

Critical incident method

Answer» a. Task inventory analysis method

Question:

Which performance appraisal technique lists traits and a range of performance?

A.

alternation ranking

B.

graphic rating scale

C.

Likert

D.

MBO

Answer» b. graphic rating scale

Question:

All of the following are usually measured by a graphic rating scale EXCEPT

A.

generic dimensions of performance

B.

performance of ‘actual duties

C.

performance of co-workers

D.

achievement of Objectives

Answer» c. performance of co-workers

Question:

HR department maintains a set of proposals and actions that act as reference points for managers in their dealings with employees. What is this called?

A.

HR Guide

B.

HR ethics

C.

HR policy

D.

Managerial policy

Answer» c. HR policy

Question:

Rating an employee high on several traits because he or she does one thing wellis called the:

A.

Bias problem.

B.

Central tendency.

C.

Halo effect.

D.

Unclear standards.

Answer» d. Unclear standards.

Question:

All except one of the following are the different aspects of HRD

A.

Job evaluation

B.

Training and development

C.

Career planning

D.

Performance appraisal

Answer» a. Job evaluation

Question:

A broader, long educational programme offered to carry out non-technical functions more effectively.

A.

Counseling

B.

Training

C.

Education

D.

Development

Answer» b. Training

Question:

Goals should be ____________, but not so difficult that they appear impossible orunrealistic.

A.

easy

B.

challenging

C.

specific

D.

All the above

Answer» b. challenging

Question:

Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

A.

Employee performance standards are closely aligned with Wilson Consulting’s long-term strategic plans.

B.

Other departments at Wilson Consulting have seen employee performance improve because of providing ongoing evaluations.

C.

Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.

D.

Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne’s department.

Answer» d. Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne’s department.