Font size
WorksheetsPerformance appraisal exam
Total questions: 50
Worksheet time: 31mins
______ is an objective assessment of an individual's performance against well-defined benchmarks.
Performance Appraisal
HR Planning
Information for goal identification
None of the above
What is linked with performance appraisal?
Job Design
Development
Job analysis
None of the above
Which of the following is an alternate term used for performance appraisal?
Quality and quantity of output
Job knowledge
Employee assessment
None of the above
Which of these is an issue while designing an appraisal programme?
Quality
What methods of appraisal are to be used
Quantity
Cost of effectiveness
When appraisals are made by superiors, peers, subordinates and clients then it is called ____.
360 degree feedback
180 degree feedback
Self - appraisal
None of the above
Which is the simplest and most popular technique for appraising employee performance?
Rating Scales
Critical Incident
Cost accounting
BARS
What is the full form of "BARS"?
Behaviorally Anchored Rating Scales
Baseline Accounting and Reporting System
Budgeting Accounting and Reporting System
None of the above
What do behaviorally anchored scales represent?
The scales are anchored by descriptions of actual job behavior
Superiors would feel comfortable to give feedback
A range of descriptive statements of behavior varying from the least to the most effective
None of the above
Which performance appraisal methods consumes a lot of time?
Essay method
Rating Scales
Critical incident
Tests And Observation
What does the 360 degree feedback assess?
Communication Skills
Behavioral Aspect
Team - building skills
Soft skills
Which of the below is not an objective of Performance appraisal?
assessment of performance
Measuring the efficiency
maintaining organisational control
Designing Organisational goal
Performance appraisal aims at
goals of employees
Goals of organisation
both a & b
Neither a nor b
_____________ is not a step of performance appraisal
Communicating standards
comparing actual with standards
Discussing the results
adjusting the standards
When the actual performance of the employees are measured then it will be compared with
standard
other members
previous performance
group performance
The actual performance of an individual is measured in terms of its ________________
Input and output
efficiency and effectiveness
Returns to the organisation
Business earned by him
This step of performance appraisal process finds out the deviation occurred in actual performance
Fixing standards
Communication of standards
Measuring actual performance
Discuss Appraisal With The Employee
Performance management systems a mean ________.
to identify numbers of new workers needed in an organization.
to create a harmony relationship between employer and workers.
to ensure the worker manner is aligned with organization goals.
to encourage safe and healthy working environment in the organization.
Identify two (2) characteristics of effective appraisal systems:
receive top management support
low cost for organization
safe and healthy
reliable and unbiased
Below are the factors affecting employees performance EXCEPT:
employee's personality
knowledge and skills
motivation
work environment
Objective setting for performance appraisal should be __________.
measurable
high
cost effective
timeless
Performance appraisals are basically used by organizations to
defining needed capabilities
administered wages and salaries
recruiting employees
fulfilling staffing needs
Information type which focuses on accomplishments of employees is classified as
trait based information
behavior based information
results based information
coaching based information
Performance appraisal measurement error, in which prejudices of rater distort results of rating is classified as
rater bias
halo effect
contrast error
sampling error
Forced distribution and ranking are considered as methods of
comparative methods
narrative methods
behavioral methods
category rating methods
Which of the following is used as the basis for setting future performance goals?
training session
performance evaluation
employee orientation
application form
A common mistake made by supervisors during an employee performance evaluation is
letting the employee help set goals
being critical and focusing on mistakes
allowing the employee to comment on the evaluation
encouraging the employee to rate himself or herself
What do you mean by continuous feedback?
A way to run the Performance Evaluation
The possibility to check, record and underline the activities of an employee anytime
A data entry
A group of people
Goals that are quantifiable are called as
KRAs
KSAs
KPIs
Competencies
This is the basic purpose of performance management.
Provide information about work performance
Give monetary rewards
Give non-monetary rewards
Have a clear promotion policy
The information resulting from a job analysis is used for writing ________.
job descriptions
corporate objectives
personnel questionnaires
training requirements
The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.
organization chart
job analysis
work aid
job description
Role Clarification purpose is
(a)
What is the role clarification protocol
Role/Job Purpose
Organisational Relationship
Decision Making Authority
Qualification & Competencies
Cascading of Objective
KPI Setting objective
Performance goals
Dimensions
Working Relationship
Principal Accountabilities
Which performance appraisal methods consumes a lot of time?
Essay method
Rating Scales
Critical incident
Tests And Observation
Martin gives Susan a high appraisal rating because he likes the fact that Susan is always early to work. This is an example of:
halo error
horn error
contrast error
leniency error
Which performance appraisal tool is being used when a supervisor places predetermined percentages of ratees into various performance categories?
behaviorally anchored rating scale
graphic ranking scale
alternation ranking
) forced distribution
Which of the following terms refers to setting specific measurable goals with each employee
and then periodically reviewing the progress made?
behaviorally anchored rating scale
management by objective
narrative form technique
forced distribution
It is most important that supervisors who choose management by objectives as a performance
appraisal tool use __________
SMART goals
EPM systems
computerized notes
graphic rating scales
Which of the following enables supervisors to oversee the amount of computerized data an
employee is processing each day?
computerized performance appraisal system
online management assessment center
digitized high-performance work center
electronic performance monitoring system
Which of the following terms refers to a performance appraisal based on surveys from peers,
supervisors, subordinates, and customers?
360-degree feedback
team appraisals
upward feedback
rating committee
The __ performance appraisal method ranks the highest employees and lowest employees in
alternate order.
Paired comparison
Forced distribution
Behaviorally anchored rating scale
Alternation ranking
A __ appraisal method combines the benefits of narratives, critical incidents, and quantified
scales with specific behavioral examples of good or poor performance.
Graphic rating scale
BARS
MBO
Narrative
The __ method of performance appraisal involves listing all the subordinates to be rated,
crossing out the names of any not known well enough to rank, indicating the employee who is the
highest on each characteristic being measured and who is the lowest, and then alternating between
the next highest and lowest until all employees have been ranked,
alternation ranking
graphic rating scale
Likert
constant sum rating scale
With the __ method, the supervisor keeps a log of positive and negative examples of a
subordinate's work-related behavior.
alternation ranking
forced distribution
narrative forms
critical incident
Which of the following measurement methods rates employee performance relative to other
employees?
graphic rating scale
forced distribution
likert scale
constant sums rating
Forced distribution refers to an appraisal method, which __
is based on progress made toward the accomplishment of measurable goals
combines the benefits of narratives, critical incidents, and quantified scales by assigning
scale points with specific examples of good or poor performance
requires that the supervisor keep a log of positive and negative examples of a subordinate's
work-related behavior
requires a supervisor to evaluate performance by assigning predetermined percentages of
those being rated into performance categories
The most popular method for ranking employees is the __ method.
graphic ranking scale
constant sum ranking scale
alternation ranking
paired comparison
Alternation ranking refers to an appraisal method, which __ .
is based on progress made toward the accomplishment of measurable goals
combines the benefits of narratives, critical incidents, and quantified scales by assigning
scale points with specific examples of good or poor performance
requires that the supervisor keep a log of positive and negative examples of a subordinate's
work-related behavior
involves listing all the subordinates to be rated, crossing out the names of any not known
well enough to rank, indicating the employee who is the highest on each characteristic beingmeasured and who is the lowest, and then alternating between the next highest and lowest until all
employees . have been ranked
