Free Performance Management Objective Question and Answers

Question 1

Which of the following codes best encapsulates the phrase "BARS" in its entirety as it appears in performance management systems?

Accepted Answer

Behaviorally Anchored Rating Scale

Answer

BARS stands for Behaviorally Anchored Rating Scale, which is a performance appraisal method that uses specific behavioral examples to define different levels of performance for a given job dimension. This method aims to reduce subjectivity by anchoring numerical ratings to observable behaviors, making evaluations more objective and providing clearer feedback to employees.

Question 2

Which of the following duties is a manager performing if he creates a fresh idea and lays out a plan for the creation of a new product at work?

Accepted Answer

Entrepreneur

Answer

In Mintzberg's managerial roles, the entrepreneur role involves initiating and overseeing new projects or changes within the organization. A manager who creates a fresh idea and lays out a plan for a new product is acting as an entrepreneur, identifying opportunities and driving innovation. This role focuses on proactive problem-solving and seizing new ventures.

Question 3

Which of the following is used in the performance evaluation of employees, "helping to satisfy legal requirements"?

Accepted Answer

Documentation purpose

Answer

Performance evaluations serve multiple purposes, and the 'documentation purpose' specifically refers to creating a written record of an employee's performance. This documentation is crucial for satisfying legal requirements, such as providing evidence in cases of promotion, termination, or discrimination claims. It ensures fair and legally defensible HR decisions.

Question 4

Which of the following performance appraisal techniques typically results in subjects' performance in an assessment center being negatively adjusted for their self-service?

Accepted Answer

Self-rating

Answer

Self-ratings in performance appraisals often suffer from leniency bias, where individuals tend to rate their own performance more favorably than others would. This self-serving bias typically leads to inflated scores, which may then need to be adjusted downwards when compared with ratings from managers, peers, or subordinates. This is especially true in contexts like assessment centers.

Question 5

Which of the following is not a performance measure component of the incentive concept for the balanced scorecard?

Accepted Answer

External

Answer

The Balanced Scorecard is a strategic performance management framework that typically measures organizational performance across four key perspectives: Financial, Customer, Internal Business Processes, and Learning and Growth. 'External' is not one of the standard, distinct components or perspectives within the traditional Balanced Scorecard model for performance measurement.

Business Performance Management Practice Test

Business Performance Management Practice Test

Free Performance Management Objective Question and Answers