Performance Appraisal and Potential Evaluation Set 2

QN1. The most common type of PA System followed in public sector is:

a. Management group appraisal

b. Superior – subordinate appraisal

c. Staff – group appraisal

d. Committee appraisal

Answer

Answer: b. Superior – subordinate appraisal

QN2. Which of the following is not a typical rater error:

a. Average behaviour

b. First impression

c. Central tendency

d. Halo effect

Answer

Answer: a. Average behaviour

QN3. Spillover effect in Rater Error means

a. Ratee may be rated strictly or leniently

b. Influenced by most recent behaviour

c. Rating on one perceived positive quality

d. Past performance influencing present appraisal

Answer

Answer: d. Past performance influencing present appraisal

QN4. “Halo” Effect is caused by

a. Status of the ratee

b. Ratee’s appointment

c. Observance of single positive quality in the ratee

d. Status of the rater

Answer

Answer: c. Observance of single positive quality in the ratee

QN5. Appraisal discussion should be done:

a. Quarterly

b. Half yearly

c. End of the reporting period

d. Any time at the discretion of the rater

Answer

Answer: a. Quarterly

QN6. 360 Degree Appraisal means appraisal by:

a. Immediate superior of appraisee

b. A group of senior managers

c. Immediate superior and subordinates

d. Immediate superiors, subordinates and selected colleagues of the appraisee

Answer

Answer: d. Immediate superiors, subordinates and selected colleagues of the appraisee

QN7. Potential appraisal can best be judged by:

a. Performance appraisal

b. In basket exercises

c. Making a person “Under Study”

d. Making a person officiate in higher appointment

Answer

Answer: c. Making a person “Under Study”

QN8. Common uses of information generated via PA include all the following except:

a. Administrative decisions

b. Training and development needs

c. Input to job content evaluation

d. Validation of selection devices

Answer

Answer: c. Input to job content evaluation

QN9. The responsibilities of HRM Department in PA System includes:

a. Valuation of employees

b. Review of appraisals with employees

c. Maintenance of a reporting system to ensure timely appraisals

d. None of the above

Answer

Answer: c. Maintenance of a reporting system to ensure timely appraisals

QN10. The responsibilities of managers in utilization of a PA System include:

a. Selection of methods

b. Review of appraisals with employees

c. Maintenance of a reporting system to ensure timely appraisals

d. None of the above

Answer

Answer: c. Maintenance of a reporting system to ensure timely appraisals

QN11. As a ratee my most important concern (regarding PA) is:

a. Non-performance

b. Biases

c. Validity of appraisal format

d. Does the rater know me adequately

Answer

Answer: d. Does the rater know me adequately

QN12. Majority of the raters tend to inflate performance report due to :

a. Keeping subordinates happy

b. Personal job security

c. To improve organisational effectiveness

d. To retain good people in the organisation

Answer

Answer: a. Keeping subordinates happy

QN13. Performance review is done to :

a. Reward work done

b. Focus on areas requiring improvement

c. Giving appropriate feed back to individual

d. All of the above

Answer

Answer: d. All of the above

QN14. Counselling is :

a. Helping the employee to grow and develop

b. Giving him feedback

c. Reading his performance report

d. Explaining legal implications

Answer

Answer: a. Helping the employee to grow and develop

QN15. Key result areas are usually ter/med as :

a. Objectives

b. Mission

c. Goals

d. KRAs

Answer

Answer: d. KRAs

QN16. The process of identifying and developing people to replace the current incumbents in key position is called:

a. Potential appraisal

b. Performance appraisal

c. Career planning

d. Succession planning

Answer

Answer: d. Succession planning

QN17. All reasonably healthy adults have a considerable reservoir of “Potential energy” is one of the basic principles of:

a. Motivation

b. Performance appraisal

c. Potential evaluation

d. Job evaluation

Answer

Answer: c. Potential evaluation

QN18. A PA System can be used for the following, except:

a. Human Resource Planning

b. Tone up performance

c. Identify individuals with high potential

d. Discipline employees

Answer

Answer: a. Human Resource Planning

QN19. By making effective use of the PA System an organisation may (tick mark – wrong one) seek to :

a. Improve productivity

b. Create a positive work environment

c. Improve job analysis

d. Stimulate, recognise and reward achievements

Answer

Answer: c. Improve job analysis

QN20. Performance appraisal system in any organisation depends substantially on five factors, which one of the following is not a factor:

a. Concept

b. Criteria

c. Context

d. Community

Answer

Answer: d. Community

QN21. An appraiser is the one:

a. Whose performance is being appraised

b. Who does the appraisal

c. Who is one of the managers in the organisation

d. None of the above

Answer

Answer: b. Who does the appraisal

QN22. An appraisee should know the following aspects of performance appraisal except:

a. What

b. Why

c. By whom

d. Whether

Answer

Answer: d. Whether

QN23. In a traditional form of PA, a confidential report is a report on :

a. The subordinate

b. A colleague

c. A superior

d. None of the above

Answer

Answer: a. The subordinate

QN24. The confidential report system is usually a descriptive one and permits a lot of:

a. Objectivity

b. Subjectivity

c. Latitude

d. Flexibility

Answer

Answer: b. Subjectivity

QN25. A negative confidential report is required to be communicated to the ratee and if the ratee disagrees:

a. The report needs to be rewritten

b. The report needs to be modified

c. A noting to this effect is made on the appraisal format

d. None of the above

Answer

Answer: c. A noting to this effect is made on the appraisal format

QN26. In trait appraisal, the problem with the trait is that they often relates:

a. More to people

b. More to jobs

c. More to people than to job

d. None of the above

Answer

Answer: c. More to people than to job

QN27. Which one of the following is not an appraisal technique:

a. MBO

b. Confidential report

c. Trait appraisal

d. Judging method

Answer

Answer: d. Judging method

QN28. “Rating Scales” is an appraisal technique where performance is measured through:

a. Assigning numbers (0 to 4 or 1 to 9 etc.)

b. Assigning alphabets (A to D or E)

c. Words which are descriptive adjectives (Outstanding, very good, good, fair and poor)

d. All the above

Answer

Answer: a. Assigning numbers (0 to 4 or 1 to 9 etc.)

QN29. “Ranking Technique” is a form of:

a. Comparative measurement

b. Subjective assessment

c. Objective evaluation

d. None of the above

Answer

Answer: a. Comparative measurement

QN30. “Paired Comparison” technique requires the rater to appraise:

a. Group of two employees together

b. Group of four employees together

c. Which of the two employees is superior

d. Which two employees are not suitable

Answer

Answer: c. Which of the two employees is superior

QN31. In “Paired Comparison” techniques, the number of comparisons to be made for 4 persons will be:

a. 4

b. 6

c. 8

d. 10

Answer

Answer: c. 8

QN32. In PA “BARS” stands for:

a. A form of soap or steel

b. Behaviourally anchored rating scale

c. Behaviour and review system

d. None of the above

Answer

Answer: b. Behaviourally anchored rating scale

QN33. A rater could be anyone of the following except:

a. An appraisee

b. A superior

c. A subordinate

d. A member of the HRD Department

Answer

Answer: a. An appraisee

QN34. Sometimes clients or users are asked to rate the employees with whom they interact most in which of the following types of organisations:

a. Product oriented organisation

b. Service oriented organisation

c. Heavy industries

d. Consumer item organizations

Answer

Answer: b. Service oriented organisation

QN35. Which of the following is not a rater’s concern:

a. Desire to be accepted

b. Concern for self protection

c. Fear of playing God

d. Stereo typing

Answer

Answer: c. Fear of playing God

QN36. “Horn Effect” is opposite of:

a. First impressions

b. Central tendency

c. Latest behaviour

d. None of the above

Answer

Answer: a. First impressions

QN37. “Halo Effect” means basing the entire appraisal on the basis of:

a. One perceived positive quality

b. One perceived negative quality

c. First impression

d. Old associations

Answer

Answer: a. One perceived positive quality

QN38. “Spillover Effect” is caused due to:

a. Past performance

b. Present performance

c. Appointment held

d. Status of the appraisee

Answer

Answer: a. Past performance

QN39. “In Appraisal by Objectives” KRAs are decided by:

a. Appraiser

b. Appraisee

c. By both appraiser and appraisee

d. In advance through joint effort of appraiser and appraisee

Answer

Answer: c. By both appraiser and appraisee

QN40. “Conscious efforts to minimize personal biases” is a step in:

a. Preparation of appraisal format

b. Educating appraisee

c. Improving the accuracy of ratings by raters

d. Review mechanism

Answer

Answer: c. Improving the accuracy of ratings by raters

QN41. A system of representation by a ratee against his report is called:

a. Grievance handling

b. An appeal system

c. An interview

d. Review

Answer

Answer: b. An appeal system

QN42. Performance refers to one’s:

a. Behaviour and skills

b. Abilities in meeting the requirement on the job which one currently holds

c. Achievements

d. All the above

Answer

Answer: d. All the above

QN43. Potential refers to the:

a. Abilities present but not currently utilized

b. Ability to discharge higher responsibilities in future role

c. Both (a) and (b) above

d. None of the above

Answer

Answer: c. Both (a) and (b) above

QN44. The focus of an appraisal discussion (interview) should be on:

a. How to improve the performance of the ratee

b. How to motivate ratee

c. How to develop ratee

d. How the rater and ratee may, together endeavour to improve performance

Answer

Answer: c. How to develop ratee

QN45. Performance appraisal is an important component of:

a. Management information and control system

b. Training and development

c. Recruitment and selection system

d. Wage fixation

Answer

Answer: a. Management information and control system

QN46. Traditionally the first review of an annual performance appraisal report is done by:

a. HR Department

b. The CEO

c. Immediate superior of the rater

d. A committee appointed by the CEO

Answer

Answer: c. Immediate superior of the rater

QN47. Which one of the following is not a critical phase of conducting an appraisal discussion interview:

a. Rapport building

b. Exploratory

c. Action planning

d. Advising

Answer

Answer: b. Exploratory

QN48. The approaches in appraisal discussion:

a. Should be directive

b. Should be non-directive

c. May be directive or non-directive

d. Combination of both directive and non-directive

Answer

Answer: c. May be directive or non-directive

QN49. .”Tell and listen” method is another name of:

a. Directive approach

b. Non-directive approach

c. Combination of both (a) and (b) above

d. None of the above

Answer

Answer: a. Directive approach

QN50. The word TAPE” is used for:

a. Performance and Potential Evaluation

b. Performance Appraisal and Potential Evaluation

c. Potential and Performance Evaluation

d. Past and Present Entitlements

Answer

Answer: a. Performance and Potential Evaluation