QN1. Performance deals with behavior and —–
Answer: results
QN2. Performance management is —– in concept.
Answer: multidimensional
QN3. Performance is best developed through —– and experience.
Answer: practical challenges
QN4. —– is a systematic evaluation of present potential capabilities of personnel and employees by their superiors, superior’s or a professional form outside.
Answer: Performance appraisal
QN5. The performance management approach focuses more on —– and concrete results based on the previously established smart objectives.
Answer: observed behaviors
QN6. Performance management is a much broader term in comparison with —–
Answer: Performance appraisal
QN7. MBO means —–
Answer: Management by Objectives
QN8. Performance management may be regarded as a —–
Answer: continuous process
QN9. Performance management translates organizational objectives into work units, departmental team and individual goals. (True/False)
Answer: True
QN10. Performance management is a continuous and integrated process. (True/False)
Answer: True
QN11. In the present scenario, the organizations have shifted their focus from performance management to performance appraisals. (True/False)
Answer: False
QN12. Performance management focuses on top down assessment. (True/False)
Answer: False
QN13. Performance appraisal is not directly linked with pay. (True/False)
Answer: False
QN14. Performance management creates a system of regular feedback with positive reinforcement of employee’s behavior and action. (True/False)
Answer: True
QN15. Performance management is more of a developmental tool rather than administration of financial rewards. (True/False)
Answer: True
QN16. In the organization with performance management systems, —– had performance pay and 76 percent rated performance.
Answer: 85 percent
QN17. The goals and objectives of an organisation determine the organizational —–
Answer: strategy
QN18. —– offers the same benefits of system of performance management at a much lower cost.
Answer: e-performance management
QN19. —– is perhaps the most important function of performance management.
Answer: Development
QN20. Performance management is regarded as a number of —– processes rather than a single system.
Answer: inter-linked
QN21. —– are the knowledge, skills and personal attributes required for excellent performance in a job, role or specific business.
Answer: Competencies
QN22. —– is concerned with the behavioral dimensions of the roles.
Answer: Competency analysis
QN23. Performance management is concerned with creating a culture in which organizational and individual learning and development are a —–
Answer: continuous process
QN24. The performance management for —– deserves more attention.
Answer: teams
QN25. The —– product allows organizations to maintain a record of core skills and competencies into the employee’s performance management process.
Answer: e-performance management
QN26. Implementing performance management across and organization creates the potential for a large amount of administrative overhead. (True/False)
Answer: True
QN27. e-performance management enables rule-based routing of performance documents for editing and approval. (True/False)
Answer: True
QN28. Performance management processes are not effective in tightly nit and long standing project teams. (True/False)
Answer: False
QN29. Performance management is not concerned with outputs. (True/False)
Answer: False
QN30. An effective PMS link performance requirements to pay, especially for senior managers. (True/False)
Answer: True
QN31. The performances aspect of the plan obtained agreement on what has to be done to achieve objectives, raise —– and improve performance.
Answer: standards
QN32. Performance planning is a —– which starts with understanding of organisational objectives and ends with setting of performance criteria.
Answer: continuous process
QN33. Performance planning is an integral part of —–
Answer: performance management system
QN34. —– includes the identification of priority area to an employee and subsequent working on the specified area.
Answer: Key performance area
QN35. The term key results area may be defined as —– of outcomes for which a role is responsible.
Answer: general area
QN36. Key results area areas capture about —– of a work role.
Answer: 80 percent
QN37. An organization’s ultimate goals determine its —–
Answer: strategy
QN38. Performance objectives and results to be achieved should be focused on results and set in order of —–
Answer: priority
QN39. Indian companies tend to spend 30% time on —– and remaining 70% on implementation.
Answer: planning
QN40. MNCs usually spend 60% time on performance planning and the remaining 40% time on strategy implementation. (True/False)
Answer: False
QN41. Key results area areas capture about 90 percent of a work role. (True/False)
Answer: False
