Performance Appraisal, Training and
development
chapter in
Human Resource Management (HRM)
1 of 11 sets
Chapter: Performance Appraisal, Training and development
1. _____________ can be promoted for the top level job.
A. potential employees
B. legal employees
C. skilled employees
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D. trained employees
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Answer:A
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2. Why are employers interested in employee engagement?
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A. to encourage employees to trust their manager.
B. to make a quick profit M
C. to make employees work harder for less
D. because engaged employees are more motivated and prepared to give their best to make the
firm
Answer:D
3. Employee training requires to meet
A. job requirement
B. job enhancement
C. job analysis
D. job enrichment
Answer:A
4. What is Harmonious relationship at workplace?
A. friendly in nature
B. pleasing and consistent
C. cordial and available
D. all the above
Answer:D
5. Sending employees for higher studies.
A. process of appraisal
B. process of selection
C. motivation
D. learning and development
Answer:D
6. The actual achievements compared with the objectives of the job is
A. job performance
B. job evaluation
C. job description
D. none of these
Answer:A
7. Job evaluation is based on the:
A. complexity of the job to perform
B. conceptual skill required by the job
C. relative job worth for an organization
D. physical skills required by the job
Answer:A
8. ______________ is a performance measure of both efficiency and effectiveness.
A. organisational behaviour
B. organisational citizenship
C. employee productivity
D. none of these
Answer:C
9. Which performance appraisal methods consumes a lot of time?
A. essay method
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B. rating scales
C. critical incident
D. tests and observation
Answer:B
10. Which of the following is a benefit of employee training?
A. improves morale
B. helps people identify with organisational goals
C. provides a good climate for learning, growth and co - ordination
D. none of these
Answer:B
11. Which of the following is a method used in group or organisational training
needs assessment?
A. consideration of current and projected changes
B. rating scales
C. interviews
D. questionnaires
Answer:D
12. Which of these is a hindrance to effective training?
A. career planning workshop
B. aggregate spending on training is inadequate
C. mentoring
D. career counselling
Answer:B
13. Which of the forecasting technique is the fastest?
A. work study technique
B. flow models
C. ratio trend analysis
D. hr demand forecast
Answer:C
14. The focuses of psychological appraisals are on ______________.
A. future potential
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B. actual performance
C. past performance
D. none of these
Answer:A
15. What techniques are used while analysing the internal supply?
A. inflows and outflows
B. turnover rate
C. conditions of work and absenteeism
D. all of these
Answer:D
16. Which of these is one of the seven criteria for assessing performance?
A. community service
B. interpersonal contact
C. need for supervision
D. all of these
Answer:D
17. Training increases the employees
A. market value
B. earning power
C. job security
D. all of these
Answer:B
18. ______________ refers to the learning opportunities designed to help employees
grow.
A. training
B. development
C. education
D. all of these
Answer:D
19. Which of these is an off - the - job training method?
A. television
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B. job rotation
C. orientation training
D. coaching
Answer:C
20. Which of the following is a barrier while doing human resource planning?
A. hr information often is incompatible with the information used in strategy formulation
B. implementing human resource information system
C. managing inventories
D. supply forecast
Answer:A
21. How does training and development offer competitive advantage to an
organisation?
A. removing performance decencies
B. individuals have the aptitude and motivation to learn
C. deficiency is caused by a lack of ability
D. none of these
Answer:A
22. Which of the below given options is a pre - requisite for an effective incentive
system?
A. increased need for planning
B. co-operation of workers
C. management\s commitment to the cost and time necessary to administer incentive schemes
D. all of the these
Answer:D
23. What are the pre - requisites for successful human resource planning?
A. backing of top management
B. personal records must be complete
C. techniques of planning should be the best
D. all of these
Answer:D
24. Performance development plan is set for the employee by his immediate boss.
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A. employer
B. department head
C. immediate boss
D. none of these
Answer:C
25. The process of providing the trainees the information about their performance.
A. feedback
B. observation
C. suggestion
D. research
Answer:A
26. The test which compare employee performance with job requirements
______________.
A. selection test
B. preference test
C. achievement test
D. simulation
Answer:B
27. Which of the following helps the employee to improve their efficiency?
A. development
B. training.
C. promotion.
D. transfer.
Answer:B
28. Dispute between employees at different levels in an organization is known as
______________.
A. horizontal conflict
B. over all conflict.
C. vertical conflict
D. organizational conflict.
Answer:C
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29. A kind of future oriented training ______________.
A. employee training
B. employee development
C. employability
D. employee potential
Answer:B
30. Picking up suitable candidates by rejecting the unsuitable ______________.
A. recruitment
B. training
C. selection
D. development
Answer:C
31. Performance appraisal refers to ______________ of an employee.
A. training.
B. placement.
C. assessment.
D. induction
Answer:C
32. Employees can be appraisal against ______________.
A. relative standards
B. objective
C. absolute standards
D. group
Answer:A
33. Sources of recruitment & methods, procedures, techniques for
______________.
A. selection.
B. promotion.
C. transfer.
D. training.
Answer:A
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34. Movement of an employee from one job to another.
A. job enlargement
B. retrenchment
C. job rotation
D. job design
Answer:C
35. Rotation is otherwise called as ______________.
A. replacement transfer
B. shift transfer
C. versatility transfer
D. remedial transfer
Answer:C
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