Question:

When appraisals are made by superiors, peers, subordinates and clients then it is called ____.

A.

360 degree feedback

B.

180 degree feedback

C.

Self – appraisal

D.

None of the above

Answer» a. 360 degree feedback

Question:

Performance appraisals serve as building blocks of

A.

Recruiting

B.

Career planning

C.

Manpower planning

D.

Selecting

Answer» b. Career planning

Question:

Which of the following is not one of the guidelines for effective goal setting?

A.

assign specific goals

B.

assign challenging but doable goals

C.

assign consequences for performance

D.

encourage participation

Answer» d. encourage participation

Question:

The effect of negative aspect of employees’ performance overshadows the evaluation of entire performance.

A.

Halo Effect

B.

Horn Effect

C.

Stereotyping

D.

Status Effect

Answer» b. Horn Effect

Question:

It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________

A.

SMART goals

B.

EPM systems

C.

computerized notes

D.

graphic rating scales

Answer» a. SMART goals

Question:

SMART goals are best described as _

A.

specific, measurable, attainable, relevant, and timely

B.

straight forward, meaningful, accessible, real, and tested

C.

strategic, moderate, achievable, relevant, and timely

D.

specific, measurable, achievable, relevant, and tested

Answer» a. specific, measurable, attainable, relevant, and timely

Question:

If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____.

A.

generic dimensions of performance

B.

performance of actual duties

C.

employee competency

D.

achievement of objectives

Answer» a. generic dimensions of performance

Question:

The aim of performance management is to:

A.

Consolidate goal setting.

B.

Ensure employee’s performance is supporting the company’s strategic aims.

C.

Ensure employee has the tools needed to perform the job.

D.

Evaluate employee’s performance against standards.

Answer» d. Evaluate employee’s performance against standards.

Question:

In career development focus, information about individual interests and preferences is part of

A.

training and development

B.

performance appraisal

C.

recruiting and placement

D.

human resource planning

Answer» d. human resource planning

Question:

Selection interviews are likely to be subjective, unreliable and vulnerable to bias if:

A.

The interviewers have been trained in interviewing candidates

B.

The interviewers use their empathy and intuition to evaluate each interviewee

C.

The questions are used consistently across interviewers and interviewees

D.

The interviewer questions are based on a job analysis

Answer» b. The interviewers use their empathy and intuition to evaluate each interviewee