Performance Evaluation and Appraisal MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Performance Evaluation and Appraisal, a fundamental topic in the field of Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Performance Evaluation and Appraisal MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Performance Evaluation and Appraisal mcq questions that explore various aspects of Performance Evaluation and Appraisal problems. Each MCQ is crafted to challenge your understanding of Performance Evaluation and Appraisal principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Performance Evaluation and Appraisal MCQs are your pathway to success in mastering this essential Human Resource Management topic.

Note: Each of the following question comes with multiple answer choices. Select the most appropriate option and test your understanding of Performance Evaluation and Appraisal. You can click on an option to test your knowledge before viewing the solution for a MCQ. Happy learning!

So, are you ready to put your Performance Evaluation and Appraisal knowledge to the test? Let's get started with our carefully curated MCQs!

Performance Evaluation and Appraisal MCQs | Page 6 of 23

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Q51.
The steps involves in employer's movement for performance management is

a.

total quality

b.

appraisal issues

c.

strategic planning

d.

all of above

Discuss
Answer: (d).all of above
Q52.
An equal rating of all employees such as 'good' is called

a.

lenient tendency

b.

strict tendency

c.

biasing tendency

d.

central tendency

Discuss
Answer: (d).central tendency
Q53.
When the person's performance in an interview is neither satisfactory nor correctable,

a.

satisfactory-promotable interview

b.

satisfactory-not promotable interview

c.

unsatisfactory-correctable interview

d.

unsatisfactory-uncorrectable interview

Discuss
Answer: (d).unsatisfactory-uncorrectable interview
Q54.
The human resource department plays/serves as

a.

advisory role

b.

line authority

c.

hiring department only

d.

training department only

Discuss
Answer: (a).advisory role
Q55.
One of the advantage of Management by Objectives (MBO) is that

a.

it avoids central tendency and biases

b.

it jointly agreed performance objectives

c.

it provides behavioral anchors

d.

it provides ongoing basis evaluation

Discuss
Answer: (b).it jointly agreed performance objectives
Q56.
The main disadvantage of critical incident method is

a.

difficult to develop

b.

cause of disagreements

c.

time consuming

d.

difficult to rate

Discuss
Answer: (d).difficult to rate
Q57.
Gender discrimination, lower appraisal rating is an example of

a.

lenient/strict tendency

b.

bias

c.

central tendency

d.

different tendencies

Discuss
Answer: (b).bias
Q58.
The situation, subordinates collude to rate high with each other, known as

a.

logrolling

b.

dialog rolling

c.

up rating

d.

lenient/strict tendency

Discuss
Answer: (a).logrolling
Q59.
The advantage of 'BARS' system is

a.

simple to use

b.

avoids central tendency and biases

c.

ends up with predetermined rating figures

d.

providing behavioral anchors

Discuss
Answer: (d).providing behavioral anchors
Q60.
The basic approach in employee's performance compares with their current performance to

a.

set standards

b.

performance in previous years

c.

performance in last job

d.

none of above

Discuss
Answer: (a).set standards
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