Development of Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Development of Human Resources, a fundamental topic in the field of IC90 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 Development of Human Resources 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 Development of Human Resources mcq questions that explore various aspects of Development of Human Resources problems. Each MCQ is crafted to challenge your understanding of Development of Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Development of Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

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Development of Human Resources MCQs | Page 14 of 18

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Q131.
What does "support" refer to in the context of performance appraisal?

a.

Availability of adequate information, equipment, and direction

b.

The willingness of the employee to learn new skills

c.

The experience and knowledge of the employee

d.

The ability of the employee to work independently

Discuss
Answer: (a).Availability of adequate information, equipment, and direction Explanation:"Support" refers to the availability of adequate information, equipment, direction, etc. for the employee.
Q132.
Why is it important to identify the extent of skills, motivation, and support during a performance appraisal?

a.

To decide whether the employee should be promoted

b.

To determine the amount of increment to be given to the employee

c.

To identify difficulties experienced by the employee and take appropriate corrective steps to improve performance

d.

To provide feedback to the employee about his/her performance

Discuss
Answer: (c).To identify difficulties experienced by the employee and take appropriate corrective steps to improve performance Explanation:Identifying the extent of skills, motivation, and support during a performance appraisal is important because it helps to identify the difficulties experienced by the employee, and appropriate corrective steps can be taken by the organisation to improve performance.
Q133.
What is the traditional purpose of an annual appraisal?

a.

To identify the strengths and weaknesses of the employee

b.

To provide feedback to the employee about his/her performance

c.

To determine the amount of increment to be given to the employee and to consider the employee for promotion

d.

To decide whether the employee should be terminated

Discuss
Answer: (c).To determine the amount of increment to be given to the employee and to consider the employee for promotion Explanation:The traditional purpose of an annual appraisal is to make decisions on the grant of increments and to determine promotions based on the opinions of seniors on a number of traits and how the appraisee had performed during the year.
Q134.
What are the drawbacks of the traditional annual performance appraisal system?

a.

Appraisers manipulate ratings to get the desired outcome

b.

Appraisers ensure they are not stricter than colleagues from other departments

c.

Appraisers can use the appraisal as a form of punishment

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:All these are drawbacks of the traditional annual performance appraisal system.
Q135.
How do appraisers manipulate ratings in the traditional appraisal system?

a.

They rate their subordinates strictly to maintain their influence

b.

They rate their subordinates leniently to make them happy

c.

They rate their subordinates based on most recent impressions

d.

They rate their subordinates fairly and accurately

Discuss
Answer: (a).They rate their subordinates strictly to maintain their influence Explanation:Appraisers tend to manipulate ratings to get the desired outcome, which could mean rating subordinates strictly to maintain their influence.
Q136.
What is one of the drawbacks of opinions expressed in traditional appraisal reports?

a.

They are based on recent impressions and not events over the year

b.

They are based on events over the year and not recent impressions

c.

They are based on a uniform standard for evaluating traits

d.

They are based on the appraiser's memory of events

Discuss
Answer: (a).They are based on recent impressions and not events over the year Explanation:Opinions expressed in traditional appraisal reports tend to be based on the most recent impressions and not on events over the year.
Q137.
Which of the following is NOT a performance factor considered in appraisals?

a.

Skill

b.

Will

c.

Support

d.

Attitude

Discuss
Answer: (d).Attitude Explanation:The three performance factors considered in appraisals are skill, will, and support.
Q138.
What is the purpose of an effective performance appraisal?

a.

To determine promotions

b.

To identify areas for improvement and take corrective action

c.

To manipulate ratings for subordinates

d.

To punish difficult subordinates

Discuss
Answer: (b).To identify areas for improvement and take corrective action Explanation:An effective performance appraisal should not only identify performance, but also the extent of skills, motivation, and support, so that appropriate corrective steps can be taken to improve performance.
Q139.
What is a drawback of traditional annual appraisals?

a.

Appraisers tend to manipulate ratings

b.

Appraisers have poor memories of performance over the year

c.

There is no standard for evaluating traits

d.

Appraisers are not held accountable for their ratings

Discuss
Answer: (a).Appraisers tend to manipulate ratings Explanation:Appraisers tend to manipulate ratings in traditional annual appraisals, in order to obtain the desired outcome for their subordinates.
Q140.
Which type of rating scale is based on specific behaviors rather than subjective opinions?

a.

Behaviour Anchored Rating Scales (BARS)

b.

Trait rating scales

c.

Graphic rating scales

d.

Management by Objectives (MBO)

Discuss
Answer: (a).Behaviour Anchored Rating Scales (BARS) Explanation:Behavior Anchored Rating Scales (BARS) as a type of rating scale that is based on specific behaviors, rather than subjective opinions.
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