Performance management

PERFORMANCE MANAGEMENT

UNIT-1

1 MARKS QUESTIONS

You have completed your quiz attempt. You have scored 2 of 7 possible points.
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
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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
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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

Question Results
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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
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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
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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
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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
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Question:

The ________ performance management and appraisal system is somewhat similar to that in India.

Response:

Japanese

American

Malaysian

Korean
ou have completed your quiz attempt. You have scored 0 of 8 possible points.
Question Results
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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
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Question:

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
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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
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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:

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
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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
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Question:

Match the following sets:

Response:

Match Correct Answer Use

Vishakapatnam Steel Plant Task assignment, self appraisal and discussion

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:

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
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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
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Question:

The team members in _______ have complementary skills, for which they hold themselves mutually accountable.

Response:

Working groups

Pseudo teams

Potential teams

Real teams
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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
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Question:

The _________ provide positive motivation in the right circumstances.

Response:

Accessories

Compensation leaves

Money

Demotion
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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
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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:

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
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Question:

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
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Question:

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
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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:


Response:

Match Correct Answer User answer

Self motivation Intrinsic motivation

Motivation by management Extrinsic motivation

Pseudo teams Do not take risks


Potential teams Take risk and face obstacles
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Question:

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
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Question:

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
Question Results
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Question:

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

Response:

Performance plan

Work plan

Personal development plan

Development plan
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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
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Question:

The result of the planning process is __________.

Response:

Performance management

Performance agreement

Performance appraisal

Dyadic performance
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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
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Question:

The _________ should be assessed not only on achieving objectives, but also on the process of achieving objectives.

Response:

Skills

Knowledge

Performance

Information
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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
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Question:

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

Response:

Motivation

Development

Promotion

Communication

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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
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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.
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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
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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
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Question:


Response:

Match Correct Answer Us

Match Correct Answer Us

Performance of employee in first quadrant Not up to the expectation of role profile

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 Outstanding and does not need any improvement
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Question:

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
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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
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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
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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
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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
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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
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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

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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
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Question:

The initial meetings during the launch of performance management concentrate on the agreement of __________.

Response:

Role definitions

Skill definitions

Training definitions

Employee definitions

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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
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Question:

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
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Question:

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
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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
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Question:


Response:

Match Correct Answer

Responsibility of
Identify goals, responsibilities and competencies
manager

Responsibility of
Identify developmental areas and needs
employee

Organisations competency framework that defines the knowledge and skills required
Role profiles
to achieve the role objectives and any particular behavioural requirements

Description of measures jointly agreed upon by the manager and the employees to
Performance
assess the extent to which objectives and standards of performance have been
agreement
achieved
Score of NA
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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
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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
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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
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Question:

As organisations grow in size and adapt a __________ approach to measurement, formal appraisal systems and controls become
imperative.

Response:

Humanistic

Professional

Appraisal

Legalistic
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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
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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
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Question:

It is important to the organisation and the employee to provide consistent ____________.

Response:

Monitoring

Training

Development plan

Work plan
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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
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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:

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
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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
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Question:

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
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Question:

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
Question Results
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Question:

Match the following sets.

Response:


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,
Mc Gregor
promotion, transfer and some times demotion or termination

Rao and
Surveyed the appraisal practice of 25 banks and financial establishments
Iqbal
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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
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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 person’s 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
Question Results
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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
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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
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Question:

The ________ is done to check the individuals level of understanding.

Response:

Group discussions

Fact-finding exercises

In-basket exercises

Interviews with subordinates
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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
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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
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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
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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
Question Results
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Question:

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
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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
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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
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Question:

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
Question Results
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Question:


Response:

Match Correct Answer User ans

Essay appraisal Unstructured and undefined to a great extent

Forced distribution Structure of comparative evaluation

360 degree Multi-input approach to performance feedback

Potential appraisal Identification of the hidden talents and skills of a person
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Question:

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
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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
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.

Question Results
Score of NA

Question:

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:

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

Question Results
Score of NA

Question:

Match the following.

Response:


Employee should keep note of the tasks
Self rating Excellent indicators of future perform
accomplished.

Supervisors Neglecting this feedback can result in
Traditional source of employee feedback
rating the purpose of the business.

Employee should keep note of the tas
Peer rating Excellent indicators of future performance
accomplished.


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

Question:

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:

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
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

Question Results
Score of NA
(skipped)

Question:

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:

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

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:

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:


Response:

Match Correct Answer Use

Lead relationship Decisions based on performance assessment

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/Heard—Meant/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

Question Results
Score of NA
(skipped)

Question:

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

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
Question Results
Score of NA
(skipped)

Question:

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:

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

Question Results
Score of NA
(skipped)

Question:

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:

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

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:

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:


Response:

Match Correct Answer U

Implementation mistakes Nature of the system

Performance management system Review mechanisms essentially to bring performance improvements


Appraisal system Review mechanisms to ensure objectivity in ratings

Design mistakes Lack of organisational support

Unit-13
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


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:


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


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


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:

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:

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
Question Results
Score of NA
(skipped)

Question:


Response:


Career planning Constant progression

Succession planning Complex process

Performance evaluation Decisions on promotions, placements

Review process Evaluate attitude, ability
Score of NA
(skipped)

Question:

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

Score of NA
(skipped)

Question:

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
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:


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:


Operant conditioning

Reward strategy

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


Experimental compensation

Score of NA
(skipped)

Question:

The ________ refers to assessments among jobs or skill levels within an organisation.

Response:

Experimental compensation


Internal alignment

Reward policies


Question Results
Score of NA
(skipped)

Question:

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:

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

Question Results
Score of NA
(skipped)

Question:


Response:


Internal reward driver Business unit of the organisation

Organisations objectives Vision and mission


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

Operations and maintenance Do not work as a team
Score of NA
(skipped)

Question:

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 bonus-
based 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:

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
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

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:

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

Question Results
Score of NA
(skipped)

Question:

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:


Response:



A well written performance objective focuses on the goals and the path required
Realistic to meet the objective. And challenge employees towards continuous improvement,
but should not be unrealistic or unattainable.

Strategically Is performance objectives which help to create a link between the direction of each
Linked individual employee and the goals of the entire organisation.

Reduces the chances for disputes or confusion during the performance
Specific appraisal time and allows individuals to focus their efforts and guides them
in making the necessary changes to achieve results.

Value This involves helping people to recognise and address their mistakes.
forgiveness You should be able to continue to support them in their struggle to operate ethically.
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.

Performance management

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