<<12345678910111213141516171819202122232425>> 1. What is the primary purpose of Human Resource Development (HRD) in an organization?Managing employee performanceCreating a conducive atmosphere for employee contributionsEnsuring strict employee adherence to policiesSupervising employee recruitmentQuestion 1 of 25 2. According to Heyel, how does he define performance appraisal?A process of hiring and placing employees effectivelyA method of determining job requirementsEvaluating employee performance for various administrative purposesEnsuring employee satisfaction in their rolesQuestion 2 of 25 3. What does performance appraisal primarily facilitate within organizations?Selecting employees for hiringIdentifying job requirementsReviewing employee performance and taking corrective measuresEstablishing employee grievancesQuestion 3 of 25 4. How does performance appraisal contribute to organizational development?By solely providing financial rewards to employeesBy intervening in employee training programsBy disregarding employee contributionsBy reviewing, rewarding good performance, and enhancing employee performanceQuestion 4 of 25 5. What is the significance of performance appraisal in an organization?Solely for employee promotionsSolely for financial reward distributionReviewing employee performance and improving itDisciplinary actions against underperforming employeesQuestion 5 of 25 6. How does performance appraisal support the management of employees?By solely administering disciplinary actionsBy solely focusing on job requirementsBy aiding in decision-making regarding promotions and interventionsBy overseeing employee hiring processesQuestion 6 of 25 7. What is one of the main reasons for the necessity of performance appraisal?Employee assessment for job promotionsDevelopmental feedback for employeesSolely for organizational efficiencySalary increment decisionsQuestion 7 of 25 8. How does the size of an organization impact the type of appraisal system it might adopt?Large organizations opt for informal systemsSmall organizations often use formal systemsSize doesn't impact the type of appraisal systemSmaller organizations favor informal systemsQuestion 8 of 25 9. According to McGregor, what are the three needs that performance appraisal plans address?Judgmental, disciplinary, and counselingJudgmental, developmental, and counselingDevelopmental, disciplinary, and instructionalJudgmental, developmental, and instructionalQuestion 9 of 25 10. What is the overarching objective of a performance appraisal system?To facilitate salary negotiationsTo maintain employee recordsTo solely motivate high-performing employeesTo improve the efficiency of the organizationQuestion 10 of 25 11. What is one of the specific objectives achieved by a performance appraisal system?Determine employee grievancesMaintain individual developmentOnly facilitate promotions and transfersIdentify and meet training needsQuestion 11 of 25 12. How does a performance appraisal system motivate employees?Solely by providing salary incrementsBy setting performance benchmarksBy ensuring promotions for all employeesBy addressing their aspirations and providing a goal to aim forQuestion 12 of 25 13. What is a primary advantage of using a unified rating scale in performance appraisal?Encourages subjectivityEstablishes individualized ratingsMakes employees incomparableEnables comparability among employeesQuestion 13 of 25 14. How does performance appraisal influence decision-making in an organization?Solely by determining salary increasesOnly by addressing areas of weaknessesBy providing critical information for promotions, pay increases, transfers, etc.By emphasizing personal observations over measurable dataQuestion 14 of 25 15. What purpose does identifying areas of weaknesses serve in performance appraisal?To undermine employee strengthsTo highlight supervisor biasesTo initiate corrective actionsTo ignore employee shortcomingsQuestion 15 of 25 16. How does a well-implemented performance appraisal system impact supervision?Decreases supervisor's observationHas no impact on supervision qualityEnhances supervisor's observation skillsOnly focuses on employee weaknessesQuestion 16 of 25 17. What fosters better interpersonal relations between an employee and their supervisor in the context of performance appraisal?Closed communication channelsLack of trust and opennessSupervisor's avoidance of employee feedbackImplementation with openness and trustQuestion 17 of 25 18. Which step in the performance appraisal process involves discussing the outcome with the employee?Setting performance standardsMeasuring performanceComparing performance with established benchmarksInitiating corrective measures and incentivesQuestion 18 of 25 19. Which traditional method allows the appraiser the most freedom in assessing an employee's performance?Straight Ranking MethodGraphic or Linear Rating MethodFree Form Essay MethodGroup Appraisal MethodQuestion 19 of 25 20. What is a drawback of the Free Form Essay Method?Subjective evaluationLimited comparison between employeesInability to appraise top managementRelying solely on employee self-assessmentQuestion 20 of 25 21. What is the primary disadvantage of the Straight Ranking Method?Difficulty in comparing employees with varying behavior traitsSubjective nature of ratingsInability to assess top managementComplexity in grading employeesQuestion 21 of 25 22. Which method considers personal qualities and contributions on a continuous scale?Grading MethodGraphic or Linear Rating MethodComparison MethodForced Choice Description MethodQuestion 22 of 25 23. What is a characteristic of Forced Choice Description and Forced Distribution Methods?They prioritize self-assessment by employeesThey provide a broad and open-ended appraisalThey force the superior to make specific choicesThey rely on group assessments for ratingsQuestion 23 of 25 24. What is a significant advantage of the Group Appraisal Method?Quick and efficient processSole reliance on the immediate supervisor's assessmentInvolvement of multiple raters reducing biasPrimarily used for top management assessmentsQuestion 24 of 25 25. What distinguishes Assessment Centre Workshops from traditional appraisal methods?Individual assessment toolsInvolvement of multiple assessors and diverse assessment toolsUtilization of only simulated situationsSole reliance on written testsQuestion 25 of 25 Loading...
