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 15 of 18

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Q141.
What are the drawbacks of traditional performance appraisal methods?

a.

Appraisers manipulate ratings to achieve their desired outcomes

b.

Appraisers use ratings as a means of punishment for difficult subordinates

c.

Appraisal reports are less than genuine

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:There ares several drawbacks of traditional performance appraisal methods, including manipulation of ratings, use of ratings as a means of punishment, and the fact that appraisal reports are often less than genuine.
Q142.
What are Behaviour Anchored Rating Scales (BARS)?

a.

A system for appraising a few employees in a department collectively

b.

A system that gives the appraiser a free hand to do the appraisal

c.

A system where every trait is described in action terms and rated on a scale

d.

A system where everyone in the working group appraises everybody else

Discuss
Answer: (c).A system where every trait is described in action terms and rated on a scale Explanation:Behaviour Anchored Rating Scales (BARS) can be defined as a system where every trait is described in action terms and rated on a scale.
Q143.
What is one drawback of the BARS system?

a.

Appraisers manipulate ratings to achieve their desired outcomes

b.

The clarity of BARS descriptions cannot be guaranteed

c.

The system is very cumbersome to organise

d.

The basis of appraisals will have nothing in common

Discuss
Answer: (b).The clarity of BARS descriptions cannot be guaranteed Explanation:The clarity of BARS descriptions cannot be guaranteed.
Q144.
What is the purpose of using graphic rating scales?

a.

To reduce subjectivity in performance appraisal

b.

To compare and rate a few employees in a department collectively

c.

To give the appraiser a free hand to do the appraisal

d.

To appraise everyone in the working group

Discuss
Answer: (a).To reduce subjectivity in performance appraisal Explanation:One purpose of using graphic rating scales is to reduce subjectivity in performance appraisal.
Q145.
What is the purpose of a 360 degree appraisal?

a.

To avoid all biases in performance appraisal

b.

To compare and rate a few employees in a department collectively

c.

To give the appraiser a free hand to do the appraisal

d.

To appraise everyone in the working group

Discuss
Answer: (b).To compare and rate a few employees in a department collectively Explanation:One purpose of a 360 degree appraisal is to appraise a few employees in a department collectively by comparing and rating them on various criteria.
Q146.
Why are traditional performance appraisal methods not fully satisfactory?

a.

The appraisee does not get any feedback about his performance

b.

The appraisal report is known to be the basis for increments

c.

The appraisers tend to be liberal

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:There are several reasons why traditional performance appraisal methods are not fully satisfactory, including the fact that the appraisee does not get feedback about their performance, the appraisal report is often used as the basis for increments, and appraisers tend to be liberal.
Q147.
What is MBO?

a.

A method to measure performances made at the end of the appraisal period

b.

A method to develop Behaviour Anchored Rating Scales (BARS)

c.

A method to appraise a few employees in a department collectively

d.

A method to give the appraiser a free hand to do the appraisal

Discuss
Answer: (a).A method to measure performances made at the end of the appraisal period Explanation:Management by Objectives (MBO) is a method to set standards of performance or goals, say at the beginning of the appraisal period and measure performances made at the end of the period.
Q148.
What are the assumptions made under the MBO method?

a.

Achievement of results is an indicator of capabilities and attitudes

b.

The sales in an area are the outcome of corporate promotional activities in that area or the dynamism of the retailer

c.

An appraisal meant to reward through increments and promotions is a tool which the senior can use to frighten the subordinate

d.

Both a and b

Discuss
Answer: (d).Both a and b Explanation:The MBO method assumes that achievement of results is an indicator of capabilities and attitudes. However, this assumption may not be wholly valid when the results are the outcome of not one person but of many in a team. The sales in an area may be the outcome of corporate promotional activities in that area or the dynamism of the retailer.
Q149.
What are the requirements for an appraisal to have any use as a developmental tool?

a.

It must be non-threatening

b.

It must provide reasonably accurate feedback to the appraisee

c.

It must seek views of the appraisee on the problems identified

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:An appraisal, to have any use as a developmental tool, must be non-threatening and must provide reasonably accurate feedback to the appraisee. It should also seek views of the appraisee on the problems identified and provide methods to overcome the problems which are identified. Additionally, it should seek views of the appraisee on how he wishes to see his career progress forward.
Q150.
Why is an appraisal that is meant to reward through increments and promotions a tool which the senior can use to frighten the subordinate?

a.

Because the appraiser can manipulate it

b.

Because it cannot be expected to be genuine

c.

Because it will be contested by the appraisee

d.

Because it is not a non-threatening appraisal

Discuss
Answer: (b).Because it cannot be expected to be genuine Explanation:An appraisal meant to reward through increments and promotions is a tool which the senior can use to frighten the subordinate because it cannot be expected to be genuine and will be subject to manipulation by the appraiser. It will also be contested by the appraisee.
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