QN01. The major objective of a reward plan is to attract appropriate —– and motivate them to perform better.
Answer: human capital
QN02. Your performance mainly depends on your —–
Answer: skills, knowledge and motivation
QN03. A company rewards people on the basis of the duration for which they serve the organisation. The basis for reward is —–
Answer: loyalty
QN04. Under —– approach, employees get fringe benefits only after serving the organisation for a certain duration.
Answer: traditional compensation
QN05. —– is the reward paid to the employees for performing beyond normal expectations.
Answer: Variable Pay/Incentives
QN06. Pay for performance is also known as —– linked pay or contingent pay.
Answer: variable performance
QN07. —– are symbols of appreciation and recognition.
Answer: culture
QN08. Performance management is concerned with creating a —– in which organisational and individual learning and development are continuous process.
Answer: labour cost
QN09. Performance linked reward systems reduce —–, result in increase in real wages and motivate performance.
Answer: Financial rewards
QN10. —– include the direct monetary rewards in terms of cash for their work and achievements. (True/False)
Answer: True
QN11. Reward system generally treats employees as jobholders and how well they perform their jobs. (True/False)
Answer: True
QN12. Employee’s performance depends on mainly three factors – skill, knowledge & motivation. (True/False)
Answer: True
QN13. Performance-based compensation affirms the idea that pay raises should be given for performance accomplishments rather than for seniority. (True/False)
Answer: True
QN14. A performance orientation requires a variable pay approach in which pay goes up or down based on a measure of performance. (True/False)
Answer: True
QN15. Rewards reinforce what the organization values and wants to be strengthened. (True/False)
Answer: True
QN16. Ethics is a system or code of —– of a particular person, group or profession.
Answer: moral standards
QN17. Ethics is called a —– because it presents the principles of morality in a systematic form and seeks to find the basis upon which they rest.
Answer: science
QN18. —– is a company that has business activities beyond its domestic borders.
Answer: MNC
QN19. Effective performance management is important as a —– advantage.
Answer: competitive
QN20. A —– is made up of values, policies, and activities which impact the propriety of organisation behaviour.
Answer: corporate ethics programme
QN21. An ethical performance management system is designed to make —– in its operation.
Answer: transparency
QN22. Performance management is essentially a —– of the organization which seeks to align employee action and behaviour towards the desired organizational goals.
Answer: commitment-based system
QN23. Human resource professionals are ethically responsible for promoting —– and justice in the organisation.
Answer: fairness
QN24. The organization’s values and norms support employee’s decision making, behaviour, and actions consistent with an ‘ethical’ —–
Answer: vision
QN25. Human resource professionals must exhibit —– in making performance management a truly business aligned, transparent, and credible management endeavour.
Answer: individual leadership
QN26. Ethics is a process of rational thinking aimed at establishing ‘what values to hold and when to hold them’. (True/False)
Answer: True
QN27. Ethical behaviour plays an important role in the organisation’s overall success. (True/False)
Answer: True
QN28. According to recent survey results in one large organization indicate that only 36% of managers believe they are recognized and reinforced for their ethical decisions and behaviors. (True/False)
Answer: False
QN29. Internal factors affecting local performance include economic circumstances, competition, demographic, supporting infrastructure, unions and national culture. (True/False)
Answer: False
QN30. The issue of global performance management needs an effective system to be able to evaluate in a local cultural environment. (True/False)
Answer: False
QN31. HR professionals play an important role in —– a performance management system in the organisations.
Answer: designing
QN32. Performance management deals with improving organizational performance by improving —–
Answer: employee performance
QN33. Human Resources would need to know the business for its —–
Answer: critical success factors
QN34. —– enables the leadership to determine how effectively HR is leveraging on human capital, as well as mobilize and galvanize the people within the organization in terms of four perspectives-quality, cost, delivery, and responsiveness.
Answer: Performance scorecard
QN35. The HR professions should consider the organisation’s ability to —– and other growth perspective.
Answer: pay
QN36. The key differentiator between the successful and unsuccessful organisations is the effectiveness of —–
Answer: knowledge-worker
QN37. Performance —– is a manager initiated strategy for improving an employee’s
Answer: counselling
QN38.Fostering effective methods of goal setting, communication and empowerment through responsibility, builds —– of the organization.
Answer: employee ownership
QN39. The objective of the HR function is to provide a favourable and supporting climate and appropriate systems to align the —– with business strategies of the
organization.
Answer: human performance
QN40. The key performance indicators (KPIs) shall derive from the —–
Answer: business indicators
QN41. Few organizations meaningfully involve the HR function in formulating corporate strategy. (True/False)
Answer: True
QN42. Balance scorecard is derived from performance scorecard. (True/False)
Answer: False
QN43. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. (True/False)
Answer: True
QN44. As a strategic partner the HR professional will have to play a pivotal role in the identification of performance gaps. (True/False)
Answer: True
QN45. Performance counselling is a supportive process conducted by a manager to enable an employee to define and work through personal problems or organizational changes that affects job performance. (True/False)
Answer: True
