QN01. The competencies of the respective job description also become factors for assessment on —–
Answer: performance evaluation
QN02. Exceptional competencies of high performers are set as —– for evaluating competency levels of employees.
Answer: standards
QN03. The —– is a powerful tool in the hands of the management for selection and development.
Answer: Assessment Centre
QN04. —– between desired and displayed competencies indicate areas of improvement.
Answer: Positive gaps
QN05. Assessment center is a mechanism to identify the potential for growth. (True/False)
Answer: True
QN06. The competencies gaps can be found out by comparing the desired competency (proficiency) levels and displayed competency levels. (True/False)
Answer: True
QN07. Average assessment results are used to identify strengths and gaps in an organization’s capabilities. (True/False)
Answer: True
QN08. On-the-job performance of the individual is evaluated on the basis of a performance planning. (True/False)
Answer: False
QN09. The competency framework includes technical competencies, behavioral competencies and the proficiency levels required for each competency. (True/False)
Answer: True
QN10. —– appraisals are unplanned as they include just statements being made about employee performance.
Answer: Informal
QN11. Performance appraisal undertaken for —– gives employees a complete feedback on their performance.
Answer: employee development
QN12. Performance of an individual employee is monitored —– the appraisal process.
Answer: after
QN13. Work centered appraisal systems are directly —– related.
Answer: job
QN14. In a —– appraisal, the performance of the employees is not disclosed.
Answer: open ended
QN15. Performance appraisal is a systematic evaluation of present —– of personnel and employees by their superiors, superior’s or a professional form outside.
Answer: potential capabilities
QN16. Organizations need to measure employee performance to determine whether acceptable —– of performance are being maintained.
Answer: standards
QN17. A meaningful performance appraisal is a —– process that benefits both the employee and the manager.
Answer: two-way
QN18. —– systems feature detailed job analysis and job descriptions, including specific statements of the actual behavior required from successfully employees.
Answer: Behavioral descriptive
QN19. When introducing performance appraisal a job description in the form of a —– has to be preferred.
Answer: questionnaire
QN20. In —– method of appraisal, the immediate superior to the employees, fill up a performance review forms.
Answer: traditional rating
QN21. In —– method, the employees are assessed relatively to the other employees working in his group.
Answer: forced distribution
QN22. Internal customers are also known as —– whose feedback on employee performance is instrumental in improving team spirit.
Answer: peers
QN23. An employee’s current evaluation is largely influenced by his previous performances. This type of error is known as —–
Answer: spill over effect
QN24. Performance appraisal is present oriented, whereas —– appraisal is future oriented.
Answer: potential appraisal
QN25. Performance appraisal can be either formal or informal. (True/False)
Answer: True
QN26. MBO may be viewed as a system of management rather than an appraisal method. (True/False)
Answer: True
QN27. A 360-degree appraisal is generally found less suitable for the managers. (True/False)
Answer: False
QN28. Traditional rating involves a completion of a form by the immediate supervisor of the individual who is being evaluated. (True/False)
Answer: True
QN29. The 360-degree feedback is time consuming and cost consuming assessment process. (True/False)
Answer: True
QN30. Successful business management requires the —– of performance in order to generate data by which to judge the success or otherwise of specific strategies.
Answer: ongoing monitoring
QN31. Progress in implementing the —– can also be monitored during the year.
Answer: personal development plan
QN32. —– explicitly promotes the value that a manager and her managee accept joint responsibility for monitoring progress on the tasks and goals agreed upon during the initial performance planning or expectation setting meeting and subsequent review meetings.
Answer: PfM
QN33. Improvement in performance can only be realistically achieved when management is properly informed about —–
Answer: current performance
QN34. Performance monitoring identifies areas for —– improvement.
Answer: competency
QN35. Progress in implementing the —– can also be monitored during the year.
Answer: personal development plan
QN36. Performance monitoring helps in maintaining the employees’ performance as per the —– of the organisation.
Answer: goals and objectives
QN37. Training and development are not an internal part of performance monitoring. (True/False)
Answer: False
QN38. Performance monitoring provides scope for modification. (True/False)
Answer: True
QN39. Monitoring facilitates career development of employees. (True/False)
Answer: True
QN40. The concept of mentors and protégés traces its origin to —–
Answer: Greek mythology
QN41. Mentoring is a dynamic and —– relationship in a work environment between a manager (mentor) and an employee (protege) aimed at promoting the career development of both.
Answer: reciprocal
