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MGT501 authentic MCQs

Performance Management and AppraisalMultiple Choice

1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____.

a. recruitment

b. employee selection

c. performance appraisal

d. organizational development

e. training

(c; easy; p. 310)

2. When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called _____.

a. strategic organizational development

b. performance management

c. performance appraisal

d. human resource management

e. strategic management

(b; easy; p. 310)

3. Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals.

a. goal setting

b. training

c. incentive systems

d. all of the above

e. none of the above

(d; moderate; p. 310)

4. Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis.

a. weekly

b. monthly

c. bi-annual

d. yearly

e. bi-monthly

(a; moderate; p. 310)

5. Managers following a traditional performance appraisal system will typically meet with employees on a _____ basis.

a. daily

b. weekly

c. monthly

d. bi-monthly

e. yearly

(e; moderate; p. 310)

6. The component of an effective performance management process that communicates the organization’s higher level goals throughout the organization and then translates these goals into departmental goals is called _____.

a. role clarification

b. goal alignment

c. developmental goal setting

d. direction sharing

e. coaching and support

(d; difficult; p. 312)

7. The component of an effective performance management process that explains each employee’s role in terms of his or her day-to-day work is called _____.

a. role clarification

b. goal alignment

c. developmental goal setting

d. direction sharing

e. coaching and support

(a; difficult; p. 312)

8. Which of the following is not one of the guidelines for effective goal setting?

a. assign specific goals

b. assign measurable goals

c. assign challenging but doable goals

d. assign consequences for performance

e. encourage participation


9. The S in the acronym for SMART goals stands for _____.

a. specific

b. straightforward

c. strategic

d. source

e. support

(a; easy; p. 313)

10. The M in the acronym for SMART goals stands for _____.

a. moderate

b. measurable

c. meaningful

d. mid-range

e. merit

(b; moderate; p. 313)

11. The A in the acronym for SMART goals stands for _____.

a. actionable

b. appropriate

c. attainable

d. attitude

e. asset

(c; moderate; p. 313)

12. Participatively set goals result in higher performance than assigned goals when _____.

a. participatively set goals are more difficult

b. assigned goals are more difficult

c. the rewards are also higher

d. participatively set goals are used consistently

e. the goals are doable


13. When using goal setting in performance management, the goals should be _____.

a. difficult

b. challenging

c. doable

d. specific

e. all of the above

(e; easy; p. 313)

14. Who is the primary person responsible for doing the actual appraising of an employee’s performance?

a. the employee’s direct supervisor

b. the company appraiser

c. the human resource manager

d. the EEO contact person



15. Which of the following is not a role played by the HR department regarding performance appraisals?

a. Training of supervisors

b. Monitoring the appraisal system

c. Appraising of employees

d. Ensuring compliance with EEO laws

e. Advising regarding appraisal tools and procedures


16. When designing an actual appraisal method, the two basic considerations are _____.

a. who should measure and when to measure

b. when to measure and what to measure

c. what to measure and who should measure

d. what to measure and how to measure

e. when to measure and how to measure


17. The most popular technique for appraising performance is the ______ method.

a. alternation ranking

b. graphic rating scale

c. Likert

d. MBO

e. constant sum rating scale


18. Which performance appraisal technique lists traits and a range of performance?



c. Likert

d. MBO



19. What do performance appraisals measure?

a. generic dimensions of performance

b. performance of actual duties

c. employee competency

d. achievement of objectives

e. all of the above


20. If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____.





e. all of the above


21. If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____.





e. all of the above


22. 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.



c. Likert

d. MBO



23. Alternation ranking refers to an appraisal method, which _____.

a. is based on progress made toward the accomplishment of measurable goals

b. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance

c. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior

d. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

e. 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


24. The most popular method for ranking employees is the _____ method.

a. graphic ranking scale

b. constant sum ranking scale

c. alternation ranking

d. paired comparison

e. forced distribution


25. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal.







26. Forced distribution refers to an appraisal method, which _____.







27. When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the _____ method of performance appraisal.







28. John, the supervisor of the manufacturing department, is in the process of evaluating his staff’s performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a _____ method.

a. graphic rating scale


c. forced distribution

d. alternation ranking

e. paired comparison


29. Which of the following measurement methods rates employee performance relative to other employees?

a. graphic rating scale

b. forced distribution

c. likert scale

d. constant sums rating

e. critical incident method


30. With the _____ method, the supervisor keeps a log of positive and negative examples of a subordinate’s work-related behavior.


b. constant sums rating

c. forced distribution

d. narrative forms

e. critical incident

(e; easy; p. 321)

31. The critical incident technique refers to an appraisal method, which _____.







32. All of the following are advantages of using the critical incident method for appraising performance except that _____.

a. it provides examples of good performance

b. it does not include a numerical rating

c. it provides examples of poor performance

d. it reflects performance from throughout the appraisal period

e. incidents can be tied to performance goals


33. Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?

a. behaviorally anchored rating scale


c. constant sums rating scale

d. alternation ranking


(a; easy; p. 322)

34. Behaviorally anchored rating scale (BARS) refers to an appraisal method, which _____.







35. The first step in developing a behaviorally anchored rating scale is to _____.

a. develop performance dimensions

b. generate critical incidents

c. reallocate incidents

d. scale incidents

e. develop a final instrument


36. Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

a. first

b. second

c. third

d. fourth

e. fifth


37. Which step in developing a behaviorally anchored rating scale involves clustering definitions and critical incidents, reassigning each incident to the cluster where it fits best and then determining the level of agreement among the group as to the allocation of incidents?

a. first

b. second

c. third

d. fourth

e. fifth


38. All of the following are advantages of behaviorally anchored rating scales (BARS) except that they _____.

a. are more accurate

b. provide clearer standards

c. are time consuming

d. are reliable

e. help explain performance appraisal ratings to appraisees

(c; easy; p. 324)

39. Management by objectives (MBO) refers to an appraisal method, which _____.







40. Which of the following is a problem with using MBO?

a. a tendency to set unclear objectives

b. a tendency to set unmeasurable objectives

c. it is time consuming

d. tug of war between subordinate and manager regarding goals

e. all of the above


41. Graphic rating scales are subject to all of the following problems except _____.

a. unclear standards

b. halo effects

c. complexity

d. central tendency

e. leniency

(c; difficult; p. 328)

42. When different supervisors define levels of performance (good, fair, poor) differently, unfair appraisals could result due to a problem with _____.

a. unclear standards

b. halo effects

c. complexity

d. central tendency

e. leniency


43. _____ is defined as the influence of a rater’s general impression on ratings of specific ratee qualities.

a. Impression management

b. Halo effect

c. Central tendency

d. Stereotyping

e. Bias


44. Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to _____.

a. impression management

b. bias

c. stereotyping

d. halo effects

e. strictness


45. Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This _____ means that all employees may be rated average.

a. halo effect

b. stereotyping

c. central tendency

d. strictness

e. leniency


46. The best way of reducing the problem of central tendency in performance appraisals is to _____.

a. rank employees

b. be aware of the problem

c. train supervisors to avoid it

d. impose a distribution for performance

e. consider the purpose of the appraisal


47. The _____ problem occurs when supervisors tend to rate all their subordinates consistently high.

a. central tendency

b. leniency

c. strictness

d. bias

e. halo effect

(b; easy; p. 328)

48. The _____ problem occurs when supervisors tend to rate all their subordinates consistently low.

a. central tendency

b. leniency

c. strictness

d. bias

e. halo effect

(c; easy; p. 328)

49. Which big five personality trait is associated with performance appraisal ratings that are too strict?

a. agreeableness

b. extraversion

c. conscientiousness

d. openness

e. neuroticism

(c; difficult; p. 329)

50. Which big five personality trait is associated with performance appraisal ratings that are too lenient?

a. agreeableness

b. extraversion

c. conscientiousness

d. openness

e. neuroticism


51. The best way of reducing the problems of leniency or strictness in performance appraisals is to _____.

a. rank employees

b. be aware of the problem

c. train supervisors to avoid it

d. impose a distribution for performance

e. consider the purpose of the appraisal


52. When an employee’s personal characteristics such as age, race, and gender influence a supervisor’s evaluation of his or her performance, the problem of _____ has occurred.

a. bias

b. stereotyping

c. central tendency

d. halo affect

e. strictness

(a; easy; p. 329)

53. Which of the following could result in a legally questionable appraisal process?

a. conduct a job analysis to establish criteria and standards for successful performance

b. base appraisals on subjective supervisory observations

c. administer and score appraisals in a standardized fashion

d. use clearly defined job performance dimensions

e. avoid abstract trait names when using graphic rating scales

(b; difficult; p. 331)

54. Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?

a. peers

b. customers

c. rating committees

d. top management

e. immediate supervisor

(e; easy; p. 332)

55. Performance appraisals may be conducted by _____.

a. the immediate supervisor

b. peers

c. rating committees

d. subordinates

e. all of the above

(e; easy; p. 332)

56. Rating committees, made up of an employee’s immediate supervisor along with other supervisors, usually have _____ members.

a. 2-3

b. 4-5

c. 6-7

d. 8-9

e. 10 or more

(b; easy; p. 332)

57. While peer appraisals have many benefits, one problem is _____, when several peers collaborate to rate each other highly.

a. social loafing

b. group think

c. logrolling

d. alliance forging

e. impression management


58. Peer appraisals have been shown to result in a(n) _____.

a. reduction of social loafing in the team

b. reduction of group cohesion

c. decrease in satisfaction with the group

d. lower task motivation

e. tendency to inaccurately predict who would be promoted


59. What usually occurs when employees rate themselves in a performance appraisal?

a. interrater reliability is higher

b. appraisals are subject to halo effects

c. logrolling could occur

d. ratings are higher than when rated by supervisors or peers

e. ratings are about the same as when determined by peers

(d; easy; p. 333)

60. Firms that use _____ let subordinates anonymously rate their supervisor’s performance.

a. downward feedback

b. upward feedback

c. MBO

d. narratives

e. critical incidents


61. What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary?

a. strategic performance appraisal

b. organizational development

c. upward feedback

d. MBO

e. critical incidents


62. When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in _____.

a. more critical ratings

b. increased comfort with the process on the part of the subordinate

c. more negative attitudes from managers receiving the feedback

d. more inflated ratings

e. all of the above


63. What is another term for 360-degree feedback?

a. feedback loop

b. multi-source assessment

c. upward feedback

d. circle feedback

e. wheel feedback

(b; easy; p. 334)

64. You are conducting an appraisal interview with an employee who is satisfactory, but not promotable. Which incentive listed below would likely be the least effective for maintaining satisfactory performance in this situation?

a. time off

b. small bonus

c. compliments

d. additional professional development

e. additional authority


65. Which is the easiest type of appraisal interview to conduct?

a. satisfactory-not promotable

b. satisfactory-promotable

c. unsatisfactory-correctable

d. unsatisfactory-uncorrectable

e. final warning


66. When conducting an appraisal interview, supervisors should do all of the following except

a. talk in terms of objective work data

b. compare the person’s performance to a standard

c. encourage the employee to talk

d. give specific examples of poor performance

e. compare the person’s performance to that of other employees

(e; difficult; p. 335)

67. Which of the following responses is not typical during a negative appraisal interview?

a. denial

b. anger

c. relief

d. aggression

e. retreat

(c; easy; p. 335)

68. When a supervisor must criticize a subordinate in an appraisal interview, it is best to _____.

a. hold the meeting with other people who can diffuse the negative situation

b. provide examples of critical incidents

c. acknowledge the supervisor’s personal biases in the situation

d. provide feedback once per year

e. surprise the employee so they cannot develop excuses for poor performance

(b; difficult; p. 336)

69. Subordinates may feel dissatisfied with their appraisal interview when they _____.

a. feel threatened during the interview

b. have an opportunity to express their ideas

c. have an opportunity to influence the course of the interview

d. have a constructive interviewer conduct the interview

e. are shown specific examples of their poor performance


70. When an employee’s performance is so poor that a written warning is required, the warning should _____.

a. identify the standards by which the employee is judged

b. provide examples of employees who met the standards

c. provide examples of times when the employee did meet the standards

d. be sent to the employee in question, to the manager’s superior, and to the EEO office

e. all of the above


These long questions collected from past papers check it.

Question No: 65 ( Marks: 3 ) Negotiation ability is an important part of manager’s job. What kindsof negotiation skills are essential for a manager?

Question No: 66 ( Marks: 5 ) How organizational politics can be controlled?

Question No: 67 ( Marks: 10 ) A warehouse of a company caught fire, a labor named Iftikhar hadvoluntarily took steps to extinguish the fire. For this act ofbravery, company’s management awarded him with the ‘medal of bravery’.In the light of Maslow’s Need Theory, how will you evaluate thisreward offered by company to appreciate & keep Iftikhar motivated?

Question No: 68 ( Marks: 10 ) In your opinion motivation is a continuous phenomenon in one’s lifeor it happens at once? Please explain different phases of motivationprocess.

Question No: 65 ( Marks: 3 ) Why organizations conduct employee training? List down any 3conditions.

Question No: 66 ( Marks: 5 ) Under which conditions termination of an employee is prohibited?

Question No: 67 ( Marks: 10 ) As per your opinion which of the training mode is more beneficial?Defend your choice.a) On-the-job trainingb) Off-the-job training

Question No: 68 ( Marks: 10 ) Identify the 'best practices' used by successful global firms indeveloping and implementing a global HR system.

Question No: 65 ( Marks: 3 ) Can "pay for performance" be applicable to the employees of NGOs?

Question No: 66 ( Marks: 5 ) Conflict at work place is not always in favor of management. Whatkind of output management has to bear when conflicts appear?

Question No: 67 ( Marks: 10 ) How an organization conduct the collective bargaining process?

Question No: 68 ( Marks: 10 ) Unemployment compensation is rare in Pakistan. What do you think thatwho is responsible; Government or Corporate Sector? Explain possiblereasons.

Question No: 51 ( Marks: 5 ) Discuss the roles of tactical, operational & strategic managers withthe help of hierarchical diagram.

Question No: 52 ( Marks: 10 )Glaxo Smithkline has introduced a new machine in the production ofmedicines. Being an HR manager how would you guide your productionworkers so that they feel comfortable with this change?

Question No: 53 ( Marks: 10 ) As per your opinion which of the training mode is more beneficial?Defend your choice.a) On-the-job trainingb) Off-the-job training

Question No: 54 ( Marks: 10 ) Why & how the flow of information is an essential part of keybusiness activities?

Question No: 51 ( Marks: 5 ) Yousaf has beaten his fellow employee for which his manager hasdismissed him. Evaluate manager’s response in terms of ethicalapplication of power.

Question No: 52 ( Marks: 10 ) What measures should be taken to limitize the union membership byemployees? Explain each in detail.

Question No: 53 ( Marks: 10 ) When do organizational people indulged themselves in organizationalpolitics? Discuss any five factors in detail.

Question No: 54 ( Marks: 10 ) In order to get advantage of each method, will it be a sensibledecision to simultaneously apply all the four methods of jobevaluation?

Question No: 51 ( Marks: 5 ) Company consults its legal advisor for some legal assistance, whatsort of power that legal advisor will practice?

Question No: 52 ( Marks: 10 ) Identify the measures that should be taken to make the performanceappraisal system of an organization more effective.

Question No: 53 ( Marks: 10 ) Being a manager how can you make the performance appraisal system ofyour organization legally defensible?

Question No: 54 ( Marks: 10 ) Identify the methods that can be adopted to maximize theeffectiveness of learning.

Question No: 51 ( Marks: 5 ) Elaborate the statement as per your understanding; “Providingbenefits to the employees will enhance their performance”.

Question No: 52 ( Marks: 10 ) What are the advantages and disadvantages of using home countrynationals in international assignments?

Question No: 53 ( Marks: 10 ) What are the multiple opinions about 'Conflict'? Elaborate each indetail.

Question No: 54 ( Marks: 10 ) How can managers reinforce positive behaviors among their employeesthrough non-monetary incentives? Support your answer by providing anypractical example of such practices adopted in various organizations.

Question No: 65 ( Marks: 3 ) Negotiation ability is an important part of manager’s job. Whatkinds of negotiation skills are essential for a manager?

Question No: 66 ( Marks: 5 ) How organizational politics can be controlled?

Question No: 67 ( Marks: 10 ) A warehouse of a company caught fire, a labor named Iftikhar hadvoluntarily took steps to extinguish the fire. For this act ofbravery, company’s management awarded him with the ‘medal of bravery’.In the light of Maslow’s Need Theory, how will you evaluate thisreward offered by company to appreciate & keep Iftikhar motivated?

Question No: 68 ( Marks: 10 ) In your opinion motivation is a continuous phenomenon in one’s lifeor it happens at once? Please explain different phases of motivationprocess.

Question # 3 of 20 ( Start time: 11:11:35 PM ) Total Marks: 1

Which of the following is MOST important to manage workforce diversity?

Select correct option:

a) Lower cohesiveness b) Support group

c) Top-level commitment

d) Resistance to change


Performance measures include all of the following, EXCEPT:


a) Individual’s productivity b) Team's productivity

c) Departmental productivity

d) Market productivity


While conducting job analysis the 'Observation Method' is useful when:


a) Job requires more intellectual skills to complete b) Job is repetitive in nature

c) Job is market oriented and requires more data

d) Job consists of physical activity like machine operations


For the selection of pilot, PIA’s management took the written test based on the understanding & application of aeronautical engineering; under which category this test will fall?


a) Reliable test b) Content-valid test

c) Criterion-valid test

d) Face-valid test


The communication flowing from subordinates to superiors, is known as:


a) Diagonal communication b) Horizontal communication

c) Upward communication

d) Downward communication


Leadership is a ___________ not a ______________.


a) Position; process b) System; phase

c) Process; position

d) Phase; system


Rewards that employees receive as a result of their employment and position rather than performance in the organization are refered to:


a) Variable pay b) Benefits

c) Salary

d) Bonuses


Which of the following term is used for choosing the individual that is best suited to a particular position and to the organization from a group of potential applicants?


a) Recruitment b) Selection

c) Staffing

d) Enrollment


Which of the following is NOT one of the methods of recruiting outside candidates?


a) Job advertisements b) Job postings

c) Employment agencies

d) Executive recruiters


Employee’s inability to complete the assigned tasks within the deadline may leads to:


a) Decline in his salary only

b) Increased work burden

c) Employee demotion only

d) Disciplinary action against him


The inner drive that directs a person’s behavior towards goal attainment is known as:


a) Performance b) Motivation

c) Need

d) Attitude


Which performance appraisal technique lists traits and a range of performance?


a) Alternation ranking b) Graphic rating scale

c) Management By Objective

d) Paired comparison


The cognitive component consists of a person’s:


a) Emotions b) Knowledge

c) Attitude

d) Feelings


Which of the following criteria is said to be essential for an effective communication?


a) Sender and receiver are using the same code\language b) At least two people are involved & willing to communicate

c) A channel to communicate should be present

d) All of the given options


Employees quit the organizations at their own choice through


a) Outplacement, restructuring b) Discharging, layoff

c) Transfer, demotion

d) Resigning, retirement


The supervisor keeps a log of positive and negative examples of a subordinate’s work-related behavior in:


a) Management By Objective b) Comparison method

c) Essay method

d) Critical incident


HRIS helps managers to perform _______________________ more effectively & systematically.


a) Management functions b) Controlling functions

c) Planning functions

d) HR functions


In which of the following area organizations are legally bound to maintain consistency in HR policies?


a) Compensation system b) Training & development

c) Safety measures

d) None of the given options


Which of the given term is used to represent the segments of jobs held by an individual throughout his/her life time?


a. Responsibilityb. Careerc. Occupationd. Position


Which of the following information is NOT collected through observation method while conducting job analysis?


a. Who is monitoring the task?b. What task has done?c. How task has done?d. How long a task has taken to complete?


The cognitive component consists of a person’s:


a. Emotionsb. Knowledgec. Attituded. Feelings


What is another term used for 360-degree feedback?


a. Feedback loopb. Multi-source assessmentc. Upward reportingd. Round communication


Which one of the following is an outcome of 'organizing' function of management?


a. Organization’s strategyb. Motivation & commitmentc. Organization’s structured. Performance measurement


Which of the following is a stated outcome of 'Job Analysis'?


a. Job descriptionb. Job specificationc. Job evaluationd. All of the given options


Which of the following is MOST important to manage workforce diversity?


a. Lower cohesivenessb. Support groupc. Top-level commitmentd. Resistance to change


Training to the raters of performance appraisal is an important responsibility of:


a. Top managementb. HR departmentc. Line managersd. Production department


Graphic rating scales are subjected to all of the following problems, EXCEPT:


a. Halo effectsb. Complexityc. Central tendencyd. Leniency


Which of the following is responsible for implementing the developed strategies?


a. Human resourceb. Physical resourcec. Rules & policies

d. Installed equipment


In which of the following area organizations are legally bound to maintain consistency in HR policies?


a. Compensation systemb. Training & developmentc. Safety measuresd. None of the given options


How can companies provide career counseling, development advice, and therapy for employees seeking to grow in

their careers?


a. Provide career coachesb. Encourage role reversalc. Establish a corporate campusd. Offer online career centers


Which ONE of the following is not a part of Human Resource Development?


a. Trainingb. Educationc. Developmentd. Rewards


What type of screening mode is used to reduce absenteeism and establish a baseline for future insurance claims?


a. Physical examinationsb. Personality testsc. Polygraph testsd. Substance abuse screening


Which of the following is part of the organization’s role in an employee’s career development?


a. Communicating the mission, policies, and proceduresb. Providing timely performance feedbackc. Participating in career development discussionsd. Seeking out career information


Which of the following term is said to be a part of Organizational Structure?


a. Goal attainmentb. Hierarchy levelc. Performance standardsd. Supporting staff


“On going process of evaluating & managing both the behavior & outcomes in the workplace” is known as;


a. Training & developmentb. Performance appraisalc. Compensation managementd. Job analysis


Which performance appraisal technique lists traits and a range of performance?


a. Alternation rankingb. Graphic rating scalec. Management By Objectived. Paired comparison


HRIS helps managers to perform _______________________ more effectively & systematically.


a. Management functionsb. Controlling functionsc. Planning functionsd. HR functions

Grouping of different jobs having similar difficulty level is called:


Classes

Grades

Scales

Roles

Customer complaints & employee grievances can be used to:


Determine training needs

Deliver training contents to employees

Offer development packages

Ensure continuous learning

Supervisors fall into the:


Top-level

Middle-level

First-line level

Executive level

People can be more productive while working in:


Isolation

Groups

Crowd

None of the given options

Which of the following is part of an employee’s role in his or her own career development?


Providing timely performance feedback

Participating in career development discussions

Establishing goals and career plans

Offering a variety of career options

Which of the following is a forecasting method in which requirement is estimated at department level and the information is gradually transmitted to upper level to make future hiring of employees?


Top-down approach

Bottom-up approach

Zero-based approach

Employee-based approach

The mental process to pay attention selectively to some stimuli and cues in our environment is known as:


Perception

Personality

Attitude

Ability

stimulus and cue

Which of the following represents relatively a permanent change in behavior of employees?


Learning

Training

Development

Need analysis

'The process of determining the human resource needs of an organization and ensuring that the right number of qualified people are positioned in the right jobs at the right time' is described by which of the following term?


Job planning

Resource planning

Human resource planning

Succession planning

Currently one of the major characteristics of HRM is the importance of adopting a/an ______________ approach.


Organistic

Strategic

Catalytic

None of the given options

_______________________ is an obligation to perform certain tasks/activities.


Duty

Responsibility

Position

Work

Which of the following employment agency is best known for recruiting white-collar employees?


Employee hunters

People locators

People seekers

Head hunters

Strengths & Weaknesses are ____________________ to an organization.


Important

Internal

External

Central

All the organizational activities are directed towards the achievement of:


Individual goals

Common goals

Country-wide goals

Diverse goals

Which of the given term is used to represent the segments of jobs held by an individual throughout his/her life time?


Responsibility

Career

Occupation

Position

Job evaluation is conducted to develop:


Compensation packages

Training modules

Organizational grapevine

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