PERFORMANCE MANAGEMENT UNIT-1 1 MARKS QUESTIONS

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Question Results
Score of NA Question: Which among the following is not performance management dimension? Response:

Time Focus Feedback:

Not the right choice: Performance also has a focus dimension. The focus of performance can be on on quality or on cost or financial dimensions Attitude Cost
Score of NA Question: Expand VBM. Response:

Value Based Membership Volume Based Management Value Based Management Value Based Maintenance Feedback: Not the right choice: This is not the standard expansion.
Score of NA Question:

The cumulative performance of an employee and his superior together is called _______. Response:

Dyadic performance Quality dimension VBM Feedback:

Not the right choice: VBM is a structured approach to measure the performance of a firm's unit ma net benefit they provide to shareholders Input dimension
Score of NA Question: The ______________ dimension is the most acceptable, visible and measurable dimension of performance. Response:

Output Time Input Cost Feedback:

Not the right choice: Cost is another dimension of performance. Costs may be financial, or with res
Score of NA Question: What improvement cannot be achieved unless there are effective processes of continuous development? Response:

Skill Appraisal

Knowledge Feedback:

Not the right choice: Performance improvement cannot be achieved unless there are effective proce not knowledge. Performance
Score of NA Question: When ________ are linked to rewards and when fewer people are rewarded than those expecting them, those who are not rewarded get de-motivated. Response:

Performances Cost Appraisals Feedback:

Right Choice: When appraisals are linked to rewards and when fewer people are rewarded than tho not rewarded get de-motivated. Result
Score of NA Question: Which among the following is not achieved by performance management? Response:

Provide a basis for valuing people Improve the quality of management Identify and meet individual development needs Do not identify poor performers Feedback:

Right choice: Performance management identifies poor performers.

UNIT-2
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Question Results
Score of NA Question: The _________ are lost when more importance is given to the format than the process. Response:

Performances Quality jobs Feedback:

Not the right choice: Quality jobs are not lost when importance is given to format than the process Main objectives of development Review mechanisms
Score of NA Question: The ____________ recognised the potential of open appraisal systems and started promoting it through a series of seminars. Response:

National Productivity Board of China National Productivity Board of Singapore National Productivity Board of Japan National Productivity Board of Singapore Feedback:

Right choice: The National Productivity Board of Singapore recognised the potential of open appra it through a series of seminars.

National Productivity Board of Korea

Score of NA Question: Which among the following aspects is not ignored by performance management system? Response:

Spiritual aspect Dynamic aspect Unpredictable aspect Predictable aspect Feedback:

Right choice: Because predictable aspect is emphasised more by the performance management syst
Score of NA (skipped) Question: Which among the following is not considered by the performance management system at Modi Xerox? Response:

Business quantity Customer satisfaction Employee satisfaction Business results and quality
Score of NA (skipped) Question: Organisations that have _________ require the employee who is being evaluated to state their accomplishments. Response:

Semi-confidential formats Annual-confidential reports

Appraisals with various degrees of sophistication Informal appraisal reports

Score of NA (skipped) Question: The process of identifying employee objectives and setting job expectations and goals for each position in the company is called ________. Response:

Performance rewards Performance planning Performance coaching Ongoing performance communication

Score of NA (skipped) Question: The ________ performance management and appraisal system is somewhat similar to that in India. Response:

Japanese American Malaysian Korean

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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. It is important to focus on the performance equation, but over-emphasis is given to scientific, predictable and tangible part. 2. System approach consists of these elements - identify key performance areas, set targets, review performance, assign performance ratings, reward performance Response:

1F, 2T 1T, 2F 1T, 2T 1F, 2F

Score of NA (skipped) Question: State whether the following statements are true or false. 1. A good performance plan gives a sense of direction and utilises human potential and enhances individual and organisational performance. 2. In the Philippines several management systems and practices like management by objectives, management information systems, and budgeting financial controls have been introduced. Response:

1T, 2F 1F, 2T 1T, 2T 1F, 2F

Score of NA (skipped) Question: Performance review feedback helps the employee recognise their _______, use of appraisal for _____, basing the appraisal on mutually agreed tasks. Response:

Position, identification of training needs Strengths and weaknesses, growing in the company Strengths and weaknesses, identification of training needs Position, growing in the company
Score of NA (skipped)

Question: In the system used in Allahabad Bank, in which areas are the officers assessed? 1. Job knowledge 2. Potential ability and development 3. Position of officers 4. Amount of work done Response:

1, 2 2, 3 3, 4 1, 4
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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. The hard systems, processes and data of a performance management system and the soft aspects such as culture, leadership and learning are inseparable. 2. The appraisal is to be initiated by the employee with a self-appraisal. 3. Performance management approach is used for promotion purposes in Japan. 4. There is a high degree of awareness of the need to introduce professional management in government systems in America. Response:

1F, 2T, 3T, 4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F
Score of NA (skipped) Question: Assume that you are HR Manager of a company. Your company has decided to come with a new performance management system. You have been appointed to handle this. You are asked to analyse the employees performance on a timely basis and convey the same if performance is not up to the mark. Which of the following components of performance management system involves this step? Response:

Ongoing performance communication Performance planning Performance rewards Performance diagnosis and coaching
Score of NA (skipped) Question: Match the following sets: Response:

Match Vishakapatnam Steel Plant

Correct Answer Task assignment, self appraisal and discussion

Use

Bank of Baroda

Job responsibilities, major achievements

Pacific Rim

Use performance appraisal for development purpose

Japan

Use performance appraisal to encourage subordinate expression Unit3

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Question Results
Score of NA (skipped) Question: In _______________ there is a considerable incremental performance need and the team members try hard to improve their performance impact. Response:

Pseudo-teams Potential teams

Working groups High

Score of NA (skipped) Question: The members of the team get to know each other, exchange personal information, and make new friends in _______ stage. Response:

Norming Performing Forming Storming

Score of NA (skipped) Question: The team members in _______ have complementary skills, for which they hold themselves mutually accountable. Response:

Working groups Pseudo teams Potential teams Real teams

Score of NA (skipped) Question: The ________ is the final stage where increased focus is on both the task and team relationships. Response:

Performing stage Storming stage

Forming stage Norming stage

Score of NA (skipped) Question: The _________ provide positive motivation in the right circumstances. Response:

Accessories Compensation leaves Money Demotion

Score of NA (skipped) Question: The __________ are small teams of people committed to a common purpose, goals and work approach. Response:

Working groups Potential teams Real teams Pseudo teams

Score of NA (skipped) Question: Whose idea clearly indicates that it takes time to reach the performing stage? Response:

Bruce Tuckman Douglas M. McGregor

Rensis Likert Dewakar Goel

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Question Results
Score of NA (skipped) Question: The elements which are critical at higher organisational levels and make a lot of difference are ________ and ________. Response:

Strategic planning, leadership Leadership, employee demotivation Leadership, strategic thinking Strategic thinking, employee demotivation
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Differentiated pay packets, need for competent managers are the sources of pressure. 2. Willingness of some organisations to pay any amount for competent individuals, enhanced salary structure. Response:

1T, 2T 1F, 2T 1T, 2F 1F, 2F

Score of NA (skipped) Question: State whether the following statements are true or false. 1. Rules are necessary for focus, commitment, trust, openness. 2. First meetings usually are not the first time the team members would have ever met as a group. Response:

1T, 2F 1F, 2T 1T, 2T 1F, 2F

Score of NA (skipped) Question: The common language ensures that everyone is focusing on the significant _________ and the measured gaps can then be converted into ________. Response:

Team performance factors, In-action plans for improved performance Knowledge performance factors, Action plans for improved performance Team performance factors, Action plans for improved performance Appraisal factors, Action plans for improved performance
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Question Results
Score of NA (skipped) Question: Match the following sets: Response:

Match Self motivation

Correct Answer Intrinsic motivation

User answer

Motivation by management

Extrinsic motivation

Pseudo teams

Do not take risks

Match Potential teams

Score of NA (skipped) Question:

Correct Answer Take risk and face obstacles

User answer

Assume that you are the HR manager of a company MPD. You are asked to develop a team stages model. You develop the model with reference to Bruce Tuckmans model. The model includes four stages. In which of the following stages of team stage model involves people seeing themselves as a part of the team? Response:

Strorming Performing Forming Norming

Score of NA (skipped) Question: State whether the following statements are true or false. 1. Working groups depend on the sum of individual performance for their overall performance. 2. Tolerance of each team member and their differences needs to be emphasised. 3. In norming stage team members are motivated and knowledgeable. 4. Members of pseudo team are deeply committed to one anothers personal growth and success. Response:

1F, 2T, 3T, 4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F

Unit4
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Question Results
Score of NA (skipped) Question:

A _________ is prepared and agreed during the performance planning process. Response:

Performance plan Work plan Personal development plan Development plan

Score of NA (skipped) Question: Every time a manager assigns a new task to an employee, a ________ is created to help the individual learn any new skills or techniques that are needed to get the job done. Response:

Planning opportunity Developing opportunity Performing opportunity Coaching opportunity

Score of NA (skipped) Question: The result of the planning process is __________. Response:

Performance management Performance agreement Performance appraisal Dyadic performance

Score of NA (skipped) Question:

The ________ are quantifiable results to be attained, which can be measured in terms of income, sales output, level of service, reject rates and cost reduction. Response:

Targets Tasks Values Projects

Score of NA (skipped) Question: The _________ should be assessed not only on achieving objectives, but also on the process of achieving objectives. Response:

Skills Knowledge Performance Information

Score of NA (skipped) Question: Which among the following is not the essential information to be recorded on a form? Response:

Names of board members Objectives agreed for each key result area Values or competency headings Assessment of performance against each key result area
Score of NA (skipped) Question:

Which among the following is not the objective of performance review? Response:

Motivation Development Promotion Communication

Question Results
Score of NA (skipped) Question: Role profiles include an organisations competency framework that defines the knowledge and skills required to achieve the _______________ and any __________. Response:

Role objectives, Personality requirements Performance objectives, particular behavioural requirements Role objectives, particular behavioural requirements Role objectives, particular technological requirements
Score of NA (skipped) Question: What do the role profiles define? Response:

Overall purpose of the managers, its reporting relationships and key result areas. Overall purpose of the organisation, its reporting relationships and key result areas. Overall purpose of the role, its reporting relationships and key result areas. Overall purpose of the team, its reporting relationships and key result areas.
Score of NA (skipped)

Question: Which among the following are the agenda for performance planning meeting? 1. Agreeing upon the individuals key job responsibilities. 2. Developing a common understanding of the goals and objectives that need to be achieved. 3. Not creating an appropriate individual development plan. 4. Not identifying the most important competencies that the individual must display in doing the job. Response:

1, 4 3, 4 2, 3 1, 2
Score of NA (skipped) Question: Which among the following are the characteristics of a good objective? 1. Consistent with values of the organisation and departmental and organisational objectives 2. Achievable within the capabilities of the individual 3. Imprecise, that is unclear and not well defined 4. Impossible to achieve within a time scale Response:

3, 4 2, 4 1, 3 1, 2

Question Results
Score of NA (skipped) Question: Match the following sets: Response:

Match

Correct Answer

Us

Match Performance of employee in first quadrant

Correct Answer Not up to the expectation of role profile

Us

Performance of employee in second quadrant

Good but need lot of improvement

Performance of employee in third quadrant

Good, some improvement is required

Performance of employee in fourth quadrant

Score of NA (skipped) Question:

Outstanding and does not need any improvement

Assume that you are the HR manager of a company ICQ. You are asked to discuss the goals with your sub-ordinate. You both talk about what the individual will do in addition to meet the job description demands of the position. You come with the results of goal setting. Which of the following is not a result of goal setting? Response:

Decreased productivity Mobilisation of individual and organisational energy Concentration on high priority activities Increased probability of success
Score of NA (skipped) Question: State which of the following statement is True or False. 1. Performance planning is concerned with improving employee performance by helping them to learn and providing them with the support they need to do well, now and in the future. 2. A great deal of performance data is generated during the performance management process. 3. In conventional performance appraisal systems, performance assessment is based on objectives. 4. The need for coaching may arise from formal or informal performance reviews, but opportunities for coaching will emerge during the normal day-to-day activities. Response:

1F , 2T , 3T , 4F

1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3T , 4T

Unit5
Question Results
Score of NA (skipped) Question: The _______ are defined as role profiles in the form of the key result areas of the role, setting out details of what the role holder is expected to accomplish. ~Role requirements Response:

Objectives and standards of performance Role requirements Knowledge and skills Performance measures
Score of NA (skipped) Question: The _______ is an agreement between the manager and employees on what has to be done to achieve objectives, increase standards and improve performance. Response:

Work plan Strategic plan Administrative plan Performance plan

Score of NA (skipped) Question:

The _________ are useful sources of data that specify areas where the employee needs to concentrate attention over the course of the year. Response:

Job satisfaction Job title Job descriptions Job

Score of NA (skipped) Question: Employees with a specific and organised development plan can achieve _____________ from the process, which in turn leads to the growth of the organisation. Response:

Common benefits Partial potential benefits Unique potential benefits Potential benefits
Score of NA (skipped) Question: Managers discuss and come to agreement with the employee on the most important competencies, key position responsibilities, and goals ______. Response:

Before performance planning meeting After appraisal meeting During performance planning meeting During appraisal meeting

Score of NA (skipped) Question: The framework for performance management is provided by the ___________, which is the outcome of performance planning. Response:

Performance and development plan Work plan Performance and strategic plan Knowledge and development plan
Score of NA (skipped) Question: The initial meetings during the launch of performance management concentrate on the agreement of __________. Response:

Role definitions Skill definitions Training definitions Employee definitions

Question Results
Score of NA (skipped) Question: Performance management planning is the process of _______ and setting forth the ___________ for managing the performance of employees in order to achieve organisational success. Response:

Creating , Administrative plans Training , Strategic plans Organising , Strategic plans

Creating , Development plan

Score of NA (skipped) Question: State whether the following statements are true or false. 1. Before the appraisal meeting managers have to re-examine the organisations mission statement, or vision and values, and teams goals. 2. Before the appraisal meeting manager do not recognise the most important competencies that are expected from the employees in performing the job. Response:

1F , 2F 1T , 2F 1T , 2T 1F , 2T
Score of NA (skipped) Question: State whether the following statements are true or false. 1. By the end of the performance planning phase employees should know the important job responsibilities that they need to complete. 2. By the end of the performance planning phase employees should not know how well or to what level the employees need to perform their job activities. Response:

1T , 2T 1F , 2T 1T , 2F 1F , 2F
Score of NA (skipped) Question: Which among the following are the uses of performance and development plan? 1. To build up a plan for personal growth and job improvement, to gain a new skill, ability or understanding needed by the department 2. To reinforce performance or improve a skill that does not meet position requirements, to prepare the employee for any future

plans they have for themselves 3. Not to build up a plan for personal growth and job improvement, to gain a new skill, ability or understanding needed by the department 4. To reinforce performance or improve a skill that does not meet position requirements, not to prepare the employee for any future plans they have for themselves Response:

3,4 1,4 1,2 2,3

Question Results
Score of NA (skipped) Question: Match the following sets: Response:

Match Responsibility of manager Responsibility of employee Role profiles

Correct Answer

Identify goals, responsibilities and competencies

Identify developmental areas and needs

Organisations competency framework that defines the knowledge and skills required to achieve the role objectives and any particular behavioural requirements Description of measures jointly agreed upon by the manager and the employees to assess the extent to which objectives and standards of performance have been achieved

Performance agreement
Score of NA (skipped) Question:

Assume that you are the HR manager of a company ABO. You are asked to establish a performance and development plan. You develop the plan keeping in mind the employees. This performance and development plan should benefit the employees. How would your performance and development plan help employees? 1. Analyse the areas of performance that needs improvement.

2. Identify training requirements to improve performance. 3. Discuss with the manager and agree upon development and training actions. 4. Encouraging discussions about specific tasks or projects. Response:

1, 2, 3 1, 2, 4 2, 3, 4 1, 3, 4
Score of NA (skipped) Question: State which of the following statement is True or False 1. The statement declares that performance will be up to standard if a desirable, specified and observable result happens. 2. The basis upon which performance will be measured and the evidence that will be used to establish levels of competence is agreed upon during the performance planning process. 3. In some cases, where it is not possible to set time-based targets, specific long-term quantifiable objectives based performance standards are used. 4. The manager needs to describe what level of performance will be considered to be fully successful. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3T , 4T

Unit 6
Question Results
Score of NA (skipped) Question: According to ______________, the objectives of performance appraisal may vary from culture to culture, organisation to organisation and in the same organisation from time to time. Response:

Tichy

Fombrun Saiyadin Devanne

Score of NA (skipped) Question: As organisations grow in size and adapt a __________ approach to measurement, formal appraisal systems and controls become imperative. Response:

Humanistic Professional Appraisal Legalistic

Score of NA (skipped) Question: For which among the following performance appraisals cannot be a useful tool? Response:

Improving job performance Developing the worth of employees. Improving non-organisational effectiveness Building better relationship with employees
Score of NA (skipped) Question: In which of the following phases, the way in which employees do their jobs is changed? Response:

Personnel management based Development of individuals Improve current performance Post appraisal actions
Score of NA (skipped) Question: It is important to the organisation and the employee to provide consistent ____________. Response:

Monitoring Training Development plan Work plan

Score of NA (skipped) Question: Targets are identified and set so that employees have greater clarity of their activities to be performed in ____________ step. Response:

Standards of performance Performance measures Implementing appraisal Performance objectives

Score of NA (skipped) Question: To deliver what is expected by an individual or a group of individuals within a time frame is called ________. Response:

Performance Appraisal Skill Personal plan

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Question Results
Score of NA (skipped) Question: According to researchers which among the following are the critical HRM functions of performance appraisal in organisations? 1. Measure employees performance. 2. Provides satisfactory feed-back to subordinates to know where they stand. 3. Intends to serve as a basis for improving or changing behaviour towards more effective working habits. 4. Identify capable employees for promotion. Response:

1, 2 3, 4 2, 3 1, 4
Score of NA (skipped) Question: On which among the following the Improving Current Performance Phase emphasised? 1. Examine organisational and departmental plans and budgets to determine specific activities and targets for individual employees. 2. Agreeing performance standards and the ways to monitor and assess. 3. Do not offer scope for objective comparisons between employees. 4. Circumstances can change many times in a year, so making more frequent reviews and adjustments are necessary. Response:

2, 3 1, 4 1, 2

3, 4
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Discovering individual potential is an objective of performance appraisal. 2. Facilitating succession planning is an objective of performance appraisal. Response:

1F, 2 F 1T, 2T 1F, 2T 1T, 2F

Score of NA (skipped) Question: State whether the following statements are true or false. 1. Performance appraisal is an objective means of determining compensation. 2. Each employee is appraised by their manager. Response:

1T , 2T 1T , 2F 1F , 2T 1F , 2F
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Question Results
Score of NA (skipped) Question: Match the following sets. Response:

Match

Correct Answer

Williams et Performance appraisal purposes relate to organisational needs, such as salary review, al transfers and promotions Cherrington Underpinning behaviour through pay increases and other rewards Generates information which is used for administrative decisions, like salary increase, promotion, transfer and some times demotion or termination Surveyed the appraisal practice of 25 banks and financial establishments

Mc Gregor Rao and Iqbal

Score of NA (skipped) Question:

Assume that you are the HR manager of a company QMC. You are asked to design the steps of performance appraisal process. The design includes seven steps. In which of the following steps of performance appraisal process involves finding out the actual performance of the employee against standards of performance for finding out deviations? Response:

Employee performance Performance review and discussions Post appraisal actions Standards of performance
Score of NA (skipped) Question: State which of the following statement is True or False 1. Performance appraisal is the systematic description of the employee job related strengths and weaknesses. 2. Performance appraisal is concerned with both quantitative as well as qualitative factors with respect to the job. 3. Performance appraisal do not help to identify the accountability for standards and results. 4. Performance appraisal is not stopped when a persons salary is no longer tied to appraisals. Response:

1F, 2T, 3T,4F

1T, 2F, 3F,4T 1F, 2F, 3T,4F 1T, 2T, 3F,4F

Unit 7
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Question Results
Score of NA (skipped) Question: The purpose of __________ is to identify and assess the potential of the employees. Response:

Fact-finding exercises In-basket exercises Appraisal by rater concerns Potential appraisal

Score of NA (skipped) Question: The _______ as an independent mechanism used to have a lot of scope for pleasing the dictatorial way of the bosses, giving them the liberty to act as per their thoughts and capabilities Response:

PAR ACR EPG VBM

Score of NA (skipped) Question: The ________ is done to check the individuals level of understanding.

Response:

Group discussions Fact-finding exercises In-basket exercises Interviews with subordinates

Score of NA (skipped) Question: The ________ method compares each employee with all others in the group, one at a time. Response:

Paired comparison Forced distribution Field review checklist Graphic ratings scale
Score of NA (skipped) Question: The _________ method includes an evaluated report created by the appraiser, which basically includes appraising an employee's performance based on facts and evidences. Response:

Essay Straight ranking Graphic ratings scale Forced distribution

Score of NA (skipped) Question:

The _________ method involves setting particular calculable goals with each employee and then respectively discussing their progress towards these goals. Response:

Behaviourally anchored rating scales Human resource accounting Management by objectives Assessment centre techniques
Score of NA (skipped) Question: Under ________ method, the individual with the best performance is taken as an ideal employee. Response:

Potential appraisal 360 degree method Appraisal by rater concerns Field review checklist
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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. The qualitative and quantitative aspects of job performance are measured by performance appraisal methods. 2. The main objectives of an appraisal are to evaluate previous performance, to identify the training needs, to set and prepare on future objectives and goals, and to ease the accomplishment of these goals. Response:

1T, 2T 1T, 2F 1F, 2T

1F, 2F
Score of NA (skipped) Question: Which among the following are the common job simulations used in an assessment centre? 1. Fact-finding exercises 2. Analysis of problems and decision-making Oral presentations. 3. No group discussions 4. Interviews with top management Response:

2, 4 1, 3 1, 2 3, 4
Score of NA (skipped) Question: Which among the following are the objectives of potential appraisals? 1. Update training and recruitment activities 2. Advise employees about the work to be done to enhance their career opportunities 3. Disable the organisation to draft a management succession programme 4. Inform employees of their past prospects Response:

1, 4 2, 3 1, 2 3, 4
Score of NA (skipped) Question: State whether the following statements are true or false. 1. The indefinite, unstructured nature of the essay appraisal makes it highly susceptible to evaluator bias. 2. Straight ranking demands an evaluator to order a group of employees from best to worst overall, or from best effective to worst effective in terms of a certain condition.

Response:

1F, 2 F 1T, 2T 1F, 2T 1T, 2F

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Question Results
Score of NA (skipped) Question: Match the following sets: Response:

Match Essay appraisal

Correct Answer Unstructured and undefined to a great extent

User ans

Forced distribution

Structure of comparative evaluation

360 degree

Multi-input approach to performance feedback

Potential appraisal
Score of NA (skipped) Question:

Identification of the hidden talents and skills of a person

Assume that you are the HR manager of a company CMQ. You are asked to design performance appraisal using a traditional method. Which of the following traditional methods of performance appraisal, describes how the employee behaved during the critical incidents with respect to performance over a period of time? Response:

Critical incidents method Field review checklist method

Graphic ratings scale method Forced distribution method

Score of NA (skipped) Question: State whether the following statements are True or False. 1. Performance appraisal is an important component of human resource management, as those organisations requires systematic information on how well employees are performing in their jobs. 2. Critical incidents method suits well in performance review interviews. 3. Paired comparison method is not a better technique of comparison than the straight ranking method. 4. The initial assessment helps in creating a merit-queue ranking for each employee. Response:

1F, 2T, 3T, 4F 1T, 2F, 3F, 4T 1F, 2F, 3T, 4F 1T, 2T, 3F, 4F

Unit 8
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Question Results
Score of NA Question: The _________ are particularly valuable in situations where the supervisor is not available at the work site and hence cannot observe the work behaviours and task outcomes. Response:

Supervisors rating Self ratings Subordinates rating Feedback:

Not the right choice: The feedback from subordinates is particularly effective in evaluating the skil

Customers rating
Score of NA Question: The _________ are the sources of data, who answer certain questions about the behavioural attitude of individuals . Response:

Human resource executives Engineers Feedback:

Not the right choice: Engineers are not the sources of data, who answer certain questions about th . Stakeholders Sales representatives
Score of NA Question: The __________ form of evaluation includes both, the ratings on individuals by supervisor on elements in an employees performance plan and the evaluation of programs and teams by senior managers. Response:

Self rating Peer rating Customers rating Feedback:

Not the right choice: Customer feedback serves as the proof for almost all other performance facto Supervisors rating
Score of NA Question: Expand SAM. Response:

Strategic Account Manager Standard Analysis Method Subordinates Appraising Managers Serial Access Memory Feedback: Not the right choice: This is not the standard expansion.
Score of NA Question: The best way is to use 360 degree feedback for __________. Response:

Developmental initiatives Rewards Appraisal Promotion Feedback:

Not the right choice: Promotion is nothing but elevating the position of an employee in the hierarch
Score of NA Question: The ______ feedback is firmly planted in behaviours needed to exceed customer expectations. Response:

180 degree Top-down approach 360 degree Bottom-up approach Feedback:

Not the right choice: In bottom-up approach decision-making is centralised at lower levels of the fi
Score of NA Question: The _______ gives a chance to the employee to compare his/her abilities, limitations, success with others and judge ones own performance. Response:

Self appraisal Superior appraisal Subordinate appraisal Peer appraisal Feedback:

Not the right choice: Peer ratings are considered when the individuals capability is known or the r computed.

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Question Results
Score of NA Question: State whether the following statements are true or false. 1. A 360 degree performance appraisal is usually integrated into the yearly compensation and grading reviews, which normally leads to business planning for the next financial year. 2. 360 degree feedback do not assist in assessment and analysis of organisational training needs. Response:

1T , 2F 1T , 2T 1F , 2T Feedback:

Not the right choice: Statement 1 is true as 360 degree performance appraisal is usually integrated grading reviews, which normally leads to business planning for the next financial year. Statement 2 can assist in assessment and analysis of organisational training needs.

1F , 2F
Score of NA Question: State whether the following statements are true or false. 1. Individual qualities such as leadership skills, team relations, interactive skills, sales acumen, services, compromising and guiding ability can be easily calculated or measured. 2. If implemented with care and proper training, a 360 degree feedback can prove to be a highly beneficial addition to your performance management system Response:

1F, 2 F 1T, 2F 1F, 2T 1T, 2T Feedback:

Not the right choice: Statement 1 is false as individual qualities such as leadership skills, team rela acumen, services, compromising and guiding ability cannot be easily calculated or measured. State implemented with care and proper training, a 360 degree feedback can prove to be a highly benefic management system.
Score of NA Question: Which among the following are the characteristics of 360 degree feedback? 1. Bottom-up approach. 2. Rank-and-file workers functioning in teams. 3. Feedback provided in an anonymous way. 4. Rely exclusively on the manager to provide feedback. Response:

1,2 2,4 2,3 1,4 Feedback:

Not the right choice: Statement 1 and statement 4 are not the characteristics of 360-degree feedbac
Score of NA Question: Which among the following are the characteristics of customers ratings? 1. Better at evaluating outputs. 2. Designing and validating customer surveys and time-consuming process. 3. Need for discrimination is essential. 4. Takes the opinions of multiple subordinates into consideration. Response:

2,3 1,4 1,2 3,4 Feedback:

Not the right choice: Statements 3 and Statement 4 are not the characteristics of subordinates ratin

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Question Results
Score of NA Question: Match the following. Response:

Match Self rating Supervisors rating Peer rating

Correct Answer Employee should keep note of the tasks accomplished. Traditional source of employee feedback

User answer

Excellent indicators of future perform

Neglecting this feedback can result in the purpose of the business.

Excellent indicators of future performance

Employee should keep note of the tas accomplished.

Match Customers rating

Score of NA Question:

Correct Answer

User answer

Neglecting this feedback can result in not serving Excellent indicators of future perform the purpose of the business.

Assume that you are the HR manager of a company ABBA. You are asked to establish an appraisal methodology with respect to 360 degree feedback. In which of the following appraisal methods of 360 degree feedback involves the subordinates evaluation of an individual on parameters like communication and convincing abilities, superior ability to assign the work, and team leading qualities? Response:

Subordinate appraisal Peer appraisal Superior appraisal Feedback:

Not the right choice: Superiors appraisal outlines the traditional thought of performance appraisal actual presentation is rated by the superior Self appraisal
Score of NA Question: State whether the following statements are True or False. 1. Many organisations employ 360-degree feedback without defining the objective and the perspective of the programs clearly. 2. Some employees and managers are fine with the anonymous feedback, some find it difficult to overcome the criticism made through feedback by an unnamed entity. 3. The data collection is not organised, that is, not prepared in a systematic way through aptitude tests or interviews. 4. Performance evaluations through 360 degree appraisal are not necessary for developing goals and business strategies. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F Feedback:

Not the right choice: Statements 1 is true as many organisations employ 360-degree feedback witho

perspective of the programs clearly. Statement 2 is true as some employees and managers are fine find it difficult to overcome the criticism made through feedback by an unnamed entity. Statement 3 organised, that is, prepared in a systematic way through aptitude tests or interviews. Statement 4 is through 360 degree appraisal are necessary for developing goals and business strategies . 1T , 2T , 3F , 4F

Unit-9
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Question Results
Score of NA (skipped) Question: In which of the following statistical approaches the deduced grade is observed as the combination of the individuals true capability, a grader effect, and arbitrary error? Response:

Common least squares failure Biased least squares failure Declaration of misplaced data Absolute standard
Score of NA (skipped) Question: In _________ evaluators adapt a reverse theory while inspecting their appraisee and thus lean to rate them too harshly. Response:

Recency effect Severity effect First impression errors Leniency effect

Score of NA (skipped) Question:

In _________ the parody that an an evaluator develops about a whole group can vary when compared with a single member of the group. Response:

Perception differences Scale shrinking Stereotyping Differential effects

Score of NA (skipped) Question: In ___________ evaluation system individuals are graded respectively from best to worst on the basis of their total work performance. Response:

Relative standard Absolute standard MBO 360 degree

Score of NA (skipped) Question: Sometimes evaluators accept or reject some particular acts or attributes of the individual enormously and, thus grade him/her confidently on all other measures this is called ___________________. Response:

First impression errors Leniency effect Halo effect Recency effect

Score of NA (skipped) Question: The ______ appraisal process measures an individuals performance keeping in concern only the behavioural parameters mentioned on the rating scale . Response:

MBO 360-degree Halo effect BARS

Score of NA (skipped) Question: In planning and executing a performance development plan the _________ meeting should be scheduled. Response:

EEOC MBO PDP GPA

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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. In BARS method, members of work groups can estimate each other. 2. If managers identify how to communicate their evaluation of individual performance throughout the working period, they would be proficient to grant subordinates accurate grades. Response:

1F, 2 F

1F, 2T 1F, 2F 1T, 2F

Score of NA (skipped) Question: State whether the following statements are true or false. 1. We cannot overlook the significance and consequence of the evaluation processes in the real time environment. 2. In a recent Human Resources Forum poll for organisations, 16 percent of the people responding had performance appraisal system. Response:

1T , 2F 1F , 2T 1T , 2T 1F , 2F
Score of NA (skipped) Question: Which among the following are the characteristics of absolute standard evaluation system? 1. Employees are not compared with each other. 2. Individuals performance is measured and then graded according to the percentages. 3. Employees way of communication, behaviour and consistency is taken into account. 4. Combined work performance of paired employees is matched with other employees involved with the similar tasks. Response:

1, 2 3, 4 1, 3 2, 4
Score of NA (skipped) Question:

Which among the following are the disadvantages of BARS? 1. Involves inspectional ability of unstable behaviour 2. Grades are not subjected to different analysis of graders 3. Recognition of crucial behaviours consumes a lot of time and effort 4. It approaches EEOC instructions for reasonable service practices Response:

1, 2 2, 4 1, 3 3, 4

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Question Results
Score of NA (skipped) Question: Assume that you are the HR manager of a company MCQ. You are asked to establish a grading system in your organisation. Which of the following grading systems involves an evaluator not having sufficient data to deduce an objective grading, he/ she may manage by allotting grades that are thoroughly higher or lower? Response:

Stringency error Perception differences Scale shrinking Recency effect

Score of NA (skipped) Question: State whether the following statements are true or false. 1. It is essential to be systematic in creating an application of evaluation, to make sure that essential questions are replied and related needs are meet. 2. Today, efforts are being made to mitigate subjectivity and rating bias in performance appraisal systems. 3. If employees are not liable for their grades, they should get more influence in the evaluation system. 4. The collection of data is organised using some illogical way. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3F , 4F
Score of NA (skipped) Question: Match the following. Response:

Match Lead relationship

Correct Answer Decisions based on performance assessment

Use

Lag relationship

Execute a plan of action that has already been decided upon

Assimilation effects

Appreciate who posses uniqueness

Central tendency and averaging

Assign nearly equal grades

Unit-10

Question Results
Score of NA (skipped) Question: In Said/HeardMeant/Felt Matrix, the issue with many performance review sessions is that the communications end at ________. Response:

Quadrant B Quadrant A

Quadrant D Quadrant C
Score of NA (skipped) Question: The feedback a person received from a _________ system will surely provide an opportunity for the individual to take an honest look at themselves. Response:

Formal-recognition Team-feedback Formal-feedback 360-degree feedback

Score of NA (skipped) Question: The main goal of ____________ is to explore the perceptions of others about an individuals performance. Response:

Team feedback 360-degree feedback Self-directed feedback Performance feedback

Score of NA (skipped) Question: The most obvious psychological effect is the potential _____________ process that is a result of many performance feedback systems. Response:

Feedback

360-degree Labelling Traditional-feedback

Score of NA (skipped) Question: The ______ evaluations usually focus on the results of an individuals efforts during the past year. Response:

Performance Formal-performance Annual-performance Performance-review

Score of NA (skipped) Question: The __________ spends more time on explaining his or her rationale for rating the person the way he or she did than on anything else during the review. Response:

Evaluator Supervisor Employee Subordinate

Score of NA (skipped) Question: The ______________ includes all those ways people might receive feedback that do not require executive approval in order for it to be provide. Response:

Informal-recognition Formal-recognition Recognition Formal feedback

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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Performance Appraisal Feedback Models help us to achieve what is known as a meaningful performance feedback. 2. Feedback serves as a cornerstone to help managers to improve their performance in any organisation. Response:

1F, 2 F 1T, 2F 1F, 2T 1T, 2T

Score of NA (skipped) Question: Which among the following are the characteristics of self directed feedback? 1. Feedback schedule is set by the system. 2. Individual sets own feedback schedule within certain parameters. 3. Individual develops own procedures. 4. Feedback is administered according to established procedures. Response:

1, 2 3, 4 2, 3

1, 4
Score of NA (skipped) Question: Which among the following relates to Team-feedback? 1. Employees team members provide feedback. 2. Give the individual personal feedback from a variety of perspectives. 3. Helps everyone to work more efficiently. 4. Provide the individual a more complete understanding of how others perceive them. Response:

1, 2 3, 4 1, 3 2, 4
Score of NA (skipped) Question: State whether the following statements are true or false 1. The purpose of creating a personal performance feedback mission is to develop a formal statement that identifies what you plan to achieve by your performance feedback planner. 2. The most important aspect of Performance Appraisal Feedback Planner is that it meets the goals and expectations of an organisation and those participating in the process. Response:

1F , 2T 1T , 2F 1T , 2T 1F , 2F

Unit-11
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Question Results
Score of NA (skipped)

Question: The ____________ theory lays great emphasis on the need of feedback of information on performance, if employees are to be motivated to perform well. Response:

Expectancy Appraisal system Goal-setting Reward

Score of NA (skipped) Question: What does reliability reflect? Response:

Validity Reward Standards Repeatability

Score of NA (skipped) Question: In 1964, _____________encouraged an outbreak of research interest in expectancy theory. Response:

Tolman Georgopoulos Victor Vroom Lewin

Score of NA (skipped)

Question: In a paper published by _____________ argued that goals pursued by employees can play an important role in motivating superior performance. Response:

Lewin Edwin Locke Fowler Georgopoulos

Score of NA (skipped) Question: The ____________ express scientific performance levels or changes of levels to be attained in future, rather than a minimum level of performance. Response:

Targets Benchmarking Milestone Standards

Score of NA (skipped) Question: The ____________ is done to measure whether the organisation is achieving the goals which were set by them. Response:

Quantitative measure Qualitative measure Expectancy theory Appraisal system

Score of NA (skipped) Question: The ____________ mark the accomplishment of significant stages of program performance. Response:

Expectancy theory Standards Milestones Benchmarking

Unit-12
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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. It is a misconception to think that by having an appropriate rating system, the objective can he achieved. 2. The emphasis on numbers is not a problem in performance management systems. Response:

1T , 2F 1F , 2F 1F , 2T 1F , 2T
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Many surveys of Fortune 500 or 1000 companies signify a high degree of appreciation with the performance management and appraisal systems. 2. Human resource people almost constantly claim that their performance management systems are excellent and working well. Response:

1F, 2 F 1F, 2T 1T, 2T 1T, 2F

Score of NA (skipped) Question: Which among the following are the types of competencies which are required for effective implementation of performance management systems? 1. Business sense and participation in the main business of the organisation. 2. A rating of seven is given by a conservative materials manager to a well-performing subordinate. 3. A rating of seven is given by an indulgent IT manager to an average programmer. 4. Information and facts of all the departments and gratitude for each of them and their roles. Response:

1, 2 2, 3 1, 4 3, 4
Score of NA (skipped) Question: Which among the following can be achieved by the companies with the help of performance management framework? 1. Clearly converse the goals and key performance strategies across the entire organisation. 2. Helps in performance measuring, evaluating, and reporting. 3. Instantly publish the performance data. 4. Measures and reports all types of planning performance. Response:

1, 4 1, 3 2, 3

2, 4

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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false. 1. It is a misconception to think that by having an appropriate rating system, the objective can he achieved. 2. The emphasis on numbers is not a problem in performance management systems. Response:

1T , 2F 1F , 2F 1F , 2T 1F , 2T
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Many surveys of Fortune 500 or 1000 companies signify a high degree of appreciation with the performance management and appraisal systems. 2. Human resource people almost constantly claim that their performance management systems are excellent and working well. Response:

1F, 2 F 1F, 2T 1T, 2T 1T, 2F

Score of NA (skipped) Question: Which among the following are the types of competencies which are required for effective implementation of performance management systems? 1. Business sense and participation in the main business of the organisation.

2. A rating of seven is given by a conservative materials manager to a well-performing subordinate. 3. A rating of seven is given by an indulgent IT manager to an average programmer. 4. Information and facts of all the departments and gratitude for each of them and their roles. Response:

1, 2 2, 3 1, 4 3, 4
Score of NA (skipped) Question: Which among the following can be achieved by the companies with the help of performance management framework? 1. Clearly converse the goals and key performance strategies across the entire organisation. 2. Helps in performance measuring, evaluating, and reporting. 3. Instantly publish the performance data. 4. Measures and reports all types of planning performance. Response:

1, 4 1, 3 2, 3 2, 4

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Question Results
Score of NA (skipped) Question: Assume that you are the Manager of a well known company. You are asked to carry out the review of performance management system. To conduct an efficient review of the performance management system the written statement should have few things. Which of the following things will your wriiten statement cover to have an efficient review of the performance management system? 1. Conduct an assessment of overall performance. 2. Have an overall summary of the progress made towards each objective. 3. The time/date of the meeting agreed well in advance. 4. An objective for the meeting which provides focus/purpose. Response:

1, 2 1, 3 2, 4 3, 4
Score of NA (skipped) Question: State whether the following statements are True or False. 1. Everyone who is part of the organisation is authorised with everything to actively participate in the performance management process. 2. Performance management system emphasises on performance improvements of individuals, teams and organisations, performance planning, analysis, review, development and improvements. 3. Human resource department image and inability to promote a sense of ownership of the system among the managers is one of the problems of design mistakes. 4. The review of a performance management system must focus upon achievements and not allow a full discussion on areas for development. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3F , 4F
Score of NA (skipped) Question: Match the following sets: Response:

Match Implementation mistakes

Correct Answer Nature of the system

Performance management system Review mechanisms essentially to bring performance improvements

Match Appraisal system Design mistakes

Correct Answer Review mechanisms to ensure objectivity in ratings Lack of organisational support Unit-13

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Question Results
Score of NA (skipped) Question: Performance based _______ aids in creating a necessary talent pool of employees for the future needs of the organisation. Response:

Promotion Development Performance evaluation Succession planning

Score of NA (skipped) Question: The two-way process of making informed human resource policy and management choices based on a suitable study of relevant data and information is called ____________. Response:

DDDM TED TRP Peter principle

Score of NA (skipped) Question:

The word _______ is used to refer to imparting of specific instructions done one on one. Response:

Dimensions Determinants Training Peter Principle

Score of NA (skipped) Question: The _____ is a well planned system designed to improve or develop skills, knowledge, and abilities to perform a particular task or job. Response:

Development Performance evaluation Training Determinants

Score of NA (skipped) Question: The ________ allows the appointing authority to coach an employee and evaluate the employees evolution, effort and adaptability. Response:

Performance evaluation Promotion Probationary phase Development

Score of NA (skipped) Question:

The ________ can affect organisational units with the virus of envy if not properly handled. Response:

Promotion Performance evaluation Peter Principle Dimensions

Score of NA (skipped) Question: The ________ planning is basically ensuring to have the right people in the right place at the right time. Response:

TRP Succession TED Performance evaluation

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Question Results
Score of NA (skipped) Question: Succession planning is based on which of the following factors ? 1. Positions for which the planning is carried out. 2. Present and past performance intensity of the employees. 3. Tackle the most important human resource questions of the day. 4. Weigh the available evidence. Response:

1, 2 1, 3

2, 4 3, 4
Score of NA (skipped) Question: Which among the following are the vital elements of the context matter? 1. Historical and cultural factors. 2. Convolution of what is being presented. 3. Health system factors. 4. Beliefs and values as well as current position on certain issues. Response:

1, 2 3, 4 1, 3 2, 4
Score of NA (skipped) Question: State whether the following statements are true or false 1. It is habitually satisfactory for the promoted employee to still receive just their previous salary during probation. 2. The practice in some companies of just announcing somebody promotion out rightly is a good practice. Response:

1T , 2F 1F , 2T 1T , 2T 1F , 2F
Score of NA (skipped) Question: State whether the following statements are true or false. 1. Training activities and developmental activities both mean the same. 2. There are two approaches of training development.

Response:

1F, 2 F 1F, 2T 1T, 2T 1T, 2F

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Question Results
Score of NA (skipped) Question: Match the following sets: Response:

Match Career planning

Correct Answer Constant progression

User answer

Succession planning

Complex process

Performance evaluation

Decisions on promotions, placements

Review process
Score of NA (skipped) Question:

Evaluate attitude, ability

Assume that you are the HR manager of a company MCQ. You are asked to establish career planning which involves many steps. In which of the following steps of career planning does each elected superior and training head develop and execute a program to improve the job and career related skills of employees so that they may deliver more valuable service to the organisation? Response:

Training Evaluating Probationary Employees

Promotion Performance evaluation

Score of NA (skipped) Question: State whether the following statements are true or false. 1. Data-driven decision-making is a core function that must be implanted into the culture of organisation. 2. The nature of bonding between the possible data users within an organisation is one of the most critical dynamics determining success or failure. 3. When presented with convincing data, people tend only to reject new ideas based upon individual inclination. 4. The planning is the entire setting or environment in which human resource data are being gathered, analysed and used to make policy and management decisions. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T 1F , 2F , 3T , 4F 1T , 2T , 3F , 4F Unit-14
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Question Results
Score of NA (skipped) Question: The ________ refers to compensation relationships external to the organisation such as the comparison with competitors. Response:

Reward policies Classical conditioning External competitiveness Algorithmic compensation

Score of NA (skipped)

Question: A _________ manager is rewarded if a project is completed on time and at the lowest price. Response:

Operations Maintenance Project Store room

Score of NA (skipped) Question: Employee benefits are directly linked to tax and social security legislation in ________. Response:

Classical conditioning Reward policies Reward strategy External environment

Score of NA (skipped) Question: In order to obtain profits the _________ should recognise the performance or behaviours that will contribute to the reward system development. Response:

Entrepreneur Maintenance manager Operations manager Store room manager

Score of NA (skipped)

Question: The term __________ is used to explain behaviour, which has been encouraged by reward or discouraged through punishment. Response:

Classical conditioning Operant conditioning Reward strategy Algorithmic compensation

Score of NA (skipped) Question: The ________ of an organisation can have a lot of impact on the organisational strategy, which in turn, can influence the reward system. Response:

Internal environment Classical conditioning Experimental compensation Algorithmic compensation

Score of NA (skipped) Question: The ________ refers to assessments among jobs or skill levels within an organisation. Response:

Experimental compensation Algorithmic compensation Internal alignment Reward policies

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Question Results
Score of NA (skipped) Question: State whether the following statements are true or false 1. Managers at the corporate level are anxious about the strategic scope of the organisation and about the corporate strategy which addresses the main concerns of the multidivisional firms. 2. Organisations should focus on reward very vigilantly and develop a clear reward strategy before moving to implementation. Response:

1T , 2T 1T , 2F 1F , 2T 1F , 2F
Score of NA (skipped) Question: State whether the following statements are true or false. 1. A reward systems success always depends upon the types of reward drivers and analysis of the same. 2. A modern culture is characterised by fraternal relationships, long-term assurance, a sense of tradition and style, interdependence, loyalty, and collective initiative. Response:

1F, 2 F 1T, 2F 1F, 2T 1T, 2T

Score of NA (skipped) Question: Which among the following are the challenges and difficulties faced by organisations regarding reward management? 1. Weak performance evaluation capabilities of line managers who decide on merit and more generally, lack of trust. 2. Absence of a common set of expectations regarding management style or philosophy. 3. Poor performance management failing to motivate. 4. Limited interaction and individual initiative. Response:

1, 2 3, 4 1, 3 2, 4
Score of NA (skipped) Question: Which of the following are the characteristics of the reward system ? 1. Payment of management bonuses based on the performance of their department. 2. Base salary increases on the basis of external labour market circumstances and performance. 3. Encouragement of a strong sense of freedom and individuality. 4. Purely contractual relationship between individual and organisation. Response:

1, 2 1, 3 2, 4 3, 4

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Question Results
Score of NA (skipped) Question: Match the following. Response:

Match Internal reward driver

Correct Answer Business unit of the organisation

Organisations objectives

Vision and mission

Match

Correct Answer

Multiple measures/procedures Improved financial performance along with enhanced customer service

Operations and maintenance

Score of NA (skipped) Question:

Do not work as a team

Assume that you are the HR manager of a company HYX. You are asked to establish a reward system. The culture followed in the organisation is a normal culture. You have to establish a bonus-based reward system. Which of the following happens in bonusbased reward system? 1. Bonuses are comparatively small and based on corporate performance. 2. A major increase in salary is due to tenure of employment and performance. 3. Determination of suitable rewards. 4. Communication of plans to employees. Response:

1, 2 2, 3 1, 4 3, 4
Score of NA (skipped) Question: State whether the following statements are True or False. 1. Pay bands should be broader and competences should be included as variables determining base pay levels. 2. A mechanistic organisational structure is characterised by a high degree of centralisation, standardisation, and a narrow span of control. 3. If individual work is a business goal, a bonus system that rewards employees who progress their efficiency by themselves or at the expense of another is not logical. 4. Many storeroom managers will agree that they might be in more dilemmas if they overspend the maintenance funds than required. Response:

1F , 2T , 3T , 4F 1T , 2F , 3F , 4T

1F , 2F , 3T , 4F 1T , 2T , 3F , 4F

Unit-15
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Question Results
Score of NA (skipped) Question: Identify one of the step followed while building an ethical organisational culture. Response:

Focus on how ethics and values can be inculcated into the design of key systems, which include per systems. Growth, Development, Harmony, Effectiveness and Profitability Rewarding people for doing the right thing and challenge them when they do the wrong thing It behaves as an instrument to create economic growth and banish poverty.
Score of NA (skipped) Question: Identify the guidelines that ensure that the ethics management program is operated in a meaningful fashion Response:

Specific Profitability Value forgiveness Strategically Linked

Score of NA (skipped) Question: Identify the objectives of performance appraisal.

Response:

Provide simplicity of the expectations and responsibilities of the functions to be performed by the em The employee is given an opportunity to speak about the problems to the superior. Serving people to recognise and deal with their error.

Purpose acts as a way of operating with high values which in turn ties the organisation to its environ
Score of NA (skipped) Question: The most important ingredient that helps us to remain ethical is in trying to behave ___________. Response:

Ethical Effectiveness Accountable Performance

Score of NA (skipped) Question: To abandon or abuse the performance appraisal process is a violation of _____________. Response:

Responsibility Business ethics Resources Harmony

Score of NA (skipped) Question: Defining __________ will ensure a sense of urgency and purpose on the part of the employee.

Response:

Mutual goals Ethics Accountability Development

Score of NA (skipped) Question: HR system is the solution to the development and ______________ of moral traditions. Response:

Profitability Maintenance Performance Organisation

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Question Results
Score of NA (skipped) Question: Identify the codes of conduct need to be followed to ensure the implementation of the ethics programs. 1. Being reliable and prompt. 2. Give an insight into the necessary training and development. 3. Complying with laws and regulations. 4. Perform as an instrument to create economic growth and banish poverty. Response:

1, 3 1, 2 2, 4

1, 4
Score of NA (skipped) Question: State whether the following statements are True or False: 1. HRM personnel are the best driving factors for building a strong ethical foundation. Only then can they succeed in creating an organisation which comfortable and civilised. 2. It is understood and incorporated that every significant management decision has ethical value dimensions tagged to it. Response:

1T, 2T 1F, 2T 1T, 2F 1F, 2F

Score of NA (skipped) Question: State whether the following statements are True or False: 1. Most of the HRM professionals argue that it is difficult to stick on to the ethical codes because of pressures from political, economic and social groups. 2. Unethical conduct should not be disciplined. Response:

1F, 2T 1F, 2F 1T, 2T 1T, 2F

Score of NA (skipped) Question: Which of the following are steps to be followed while building an ethical organisational culture? 1. Run training courses on values and ethics. 2. Value forgiveness. 3. Occurrence of ethical dilemmas should be avoided. 4. Reward people for doing the right thing and challenge them when they do the wrong thing.

Response:

1, 2 2, 3 1, 4 3, 4

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Question Results
Score of NA (skipped) Question: State whether the following statements are True or False: 1. Helps to determine the gap between the actual performance of the employee and what exactly is required or desired by the organisation. 2. Provide useful information towards the decision making concerned with areas of promotion, merit rating and compensation reviews. 3. People should not be encouraged to raise concerns about the unethical actions of colleagues. 4. A clear purpose and strategy are necessary for the overall ethical development of an organisation. Response:

1T, 2T, 3F, 4T 1T, 2F, 3F, 4F 1F, 2F, 3T, 4T 1T, 2F, 3T, 4F
Score of NA (skipped) Question: Match the following sets: Response:

Match

Correct Answer

Match

Correct Answer A well written performance objective focuses on the goals and the path required to meet the objective. And challenge employees towards continuous improvement, but should not be unrealistic or unattainable. Is performance objectives which help to create a link between the direction of each individual employee and the goals of the entire organisation. Reduces the chances for disputes or confusion during the performance appraisal time and allows individuals to focus their efforts and guides them in making the necessary changes to achieve results. This involves helping people to recognise and address their mistakes. You should be able to continue to support them in their struggle to operate ethically.

Realistic

Strategically Linked

Specific

Value forgiveness
Score of NA (skipped) Question:

Assume that you are working as the HR manager for a financial organisation, wherein, you believe that the work environment is not following the ethics of the organisation. You wish to rectify this situation by encouraging good work place ethics. You have decided to draft a mail stating the advantages of the same. Which among the following is the initial step that will help you in your process? Response:

To encourage good work place one needs to establish an organisational role to manage ethics by scheduling an ongoing assessment on the ethics requirements. Understand that managing ethics is an ongoing process. Provide useful information towards the decision making concerned. Focus on how ethics and values can be inculcated into the design of key systems.