MCQOPTIONS
Saved Bookmarks
MCQOPTIONS
This section includes 419 Mcqs, each offering curated multiple-choice questions to sharpen your Software Defined Radio knowledge and support exam preparation. Choose a topic below to get started.
| 301. |
Which of the following is not a core principle of the Society for Human Resource Management’s Code of Ethics? |
| A. | professional responsibility |
| B. | fairness and justice |
| C. | professional development |
| D. | None of the above |
| Answer» E. | |
| 302. |
Why might an organization use multiple systems of appraisal? Select all that apply. |
| A. | To prevent the misuse of performance appraisal systems by line managers. |
| B. | Different systems for different part of the organization. |
| C. | Different systems for different organizational groups. |
| D. | To provide employees with a choice of methods. |
| Answer» C. Different systems for different organizational groups. | |
| 303. |
Which of the following statements about 360 degree appraisal is not true? |
| A. | 360 degree appraisal may be linked to pay awards. |
| B. | 360 degree appraisal is normally conducted anonymously. |
| C. | 360 degree appraisal has origins in the 1970s US army. |
| D. | The data generated is normally highly accurate, valid and meaningful. |
| Answer» E. | |
| 304. |
In general, it has been shown that the single best predictor of job performance across different jobs and organizational settings is which of the following? |
| A. | Personality tests |
| B. | Work-sample tests |
| C. | Cognitive ability tests |
| D. | Handwriting analysis |
| Answer» D. Handwriting analysis | |
| 305. |
Employees with …….. need for achievement desire challenging jobs over which they have control |
| A. | Low |
| B. | Medium |
| C. | High |
| D. | No |
| Answer» D. No | |
| 306. |
People are known to be more productive when they: |
| A. | Are knowledgeable of their results through feedback as to how they are performing. |
| B. | Have clear, attainable objectives (also called goals) to achieve. |
| C. | Are involved in setting of tasks and objectives. |
| D. | (a), (b) and (c) |
| Answer» E. | |
| 307. |
Annualized hours refers to: |
| A. | Those individuals who are seasonal workers |
| B. | Those employees working on shifts |
| C. | Full-time permanent employees |
| D. | Calculating working time on an annual rather than a weekly basis |
| Answer» E. | |
| 308. |
The meaning of 'direction sharing' is |
| A. | communicating line authority |
| B. | staff authority |
| C. | communicating company's higher-level goals |
| D. | communicating future HR policies |
| Answer» D. communicating future HR policies | |
| 309. |
The performance management distinct feature is |
| A. | continuous evaluating |
| B. | continuous re-evaluating |
| C. | never evaluating performances |
| D. | evaluating for salary purposes |
| Answer» C. never evaluating performances | |
| 310. |
The component of an effective performance management process that communicates the organization’s higher level goals throughout the organization and then translates these goals into departmental goals is called _____. |
| A. | role clarification |
| B. | goal alignment |
| C. | developmental goal setting |
| D. | direction sharing |
| Answer» E. | |
| 311. |
The most popular technique for appraising performance is the ______ method. |
| A. | alternation ranking |
| B. | graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» C. Likert | |
| 312. |
As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be: |
| A. | Because people are often absent from work |
| B. | Because people at work don't perform |
| C. | Because low standards of performance are legitimised |
| D. | Because of barriers created to reduce performance |
| Answer» E. | |
| 313. |
The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the |
| A. | Task inventory analysis method |
| B. | Technical conference method |
| C. | Diary maintenance method |
| D. | Critical incident method |
| Answer» B. Technical conference method | |
| 314. |
One of the following is future oriented appraisal technique. |
| A. | MBO |
| B. | Rating scale |
| C. | Checklist |
| D. | BARS |
| Answer» B. Rating scale | |
| 315. |
Supratim has been promoted to the post of an Area Sales Manager just last week, but finds himself lacking in some areas. His performance can be improved by |
| A. | Reprimanding him |
| B. | Training him |
| C. | Linking his pay to performance |
| D. | Providing him with an assistant |
| Answer» C. Linking his pay to performance | |
| 316. |
A problem(s) with management by objectives is (are) that it can: |
| A. | Be time consuming. |
| B. | Result in un measurable objectives. |
| C. | 1 and 2 |
| D. | None of the above. |
| Answer» D. None of the above. | |
| 317. |
Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers? |
| A. | 360-degree feedback |
| B. | team appraisals |
| C. | upward feedback |
| D. | rating committee |
| Answer» B. team appraisals | |
| 318. |
A performance appraisalsassumes that an employee understood what his or her performance standards were prior to the appraisal. |
| A. | True |
| B. | False |
| C. | According to situation |
| D. | none |
| Answer» B. False | |
| 319. |
______ is an objective assessment of an individual's performance against well-defined benchmarks. |
| A. | Performance Appraisal |
| B. | HR Planning |
| C. | Information for goal identification |
| D. | None of the above |
| Answer» B. HR Planning | |
| 320. |
An approach that puts material to be learned into highly organized, logical sequences thattrainee could respond |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Vestibule training |
| Answer» E. | |
| 321. |
A person who looks at the positive aspects of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» B. Pessimist | |
| 322. |
The aim of performance management is to: |
| A. | Consolidate goal setting. |
| B. | Ensure employee's performance is supporting the company's strategic aims. |
| C. | Ensure employee has the tools needed to perform the job. |
| D. | Evaluate employee's performance against standards. |
| Answer» E. | |
| 323. |
What is meant by 360 degree appraisal? |
| A. | A system where the line manager rates subordinates simultaneously. |
| B. | A system where feedback is obtained from peers subordinates and supervisors. |
| C. | A system where a senior manager rates all line managers simultaneously. |
| D. | A system where every employee rates another employee chosen at random. |
| Answer» C. A system where a senior manager rates all line managers simultaneously. | |
| 324. |
Which of the following is NOT one of the recommended guidelines for setting effective employee goals? |
| A. | assigning specific goals |
| B. | assigning measurable goals |
| C. | assigning challenging but doable goals |
| D. | administering consequences for failure to meet goals |
| Answer» E. | |
| 325. |
Participatively set goals result in higher performance than assigned goals when _____. |
| A. | participatively set goals are more difficult |
| B. | assigned goals are more difficult |
| C. | the rewards are also higher |
| D. | participatively set goals are used consistently |
| Answer» B. assigned goals are more difficult | |
| 326. |
First step in appraising process is |
| A. | defining job |
| B. | training session |
| C. | feedback session |
| D. | interview sessions |
| Answer» B. training session | |
| 327. |
Performance agreement aims at helping |
| A. | The organization to work effectively. |
| B. | Decide the matters of compensation |
| C. | The staff to develop, put in place at least one more chance to meet the expectation of the staff members. |
| D. | Identify the training needs |
| Answer» D. Identify the training needs | |
| 328. |
When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called _____. |
| A. | strategic organizational development |
| B. | performance management |
| C. | performance appraisal |
| D. | human resource management |
| Answer» C. performance appraisal | |
| 329. |
The discussion of an employees’ problem with the general objective of helping the worker cope with it. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Job rotation |
| Answer» E. | |
| 330. |
Direct non financial and financial payments received by employees for continuous workwith company are classified as |
| A. | benefits |
| B. | stock ownership |
| C. | loyalty scholarships |
| D. | all of above |
| Answer» B. stock ownership | |
| 331. |
Taking a stand on anti-animal testing, human rights protection, and environmental conservation is an example of a firmʹs: |
| A. | ethics policy. |
| B. | sense of social responsibility. |
| C. | mission statement. |
| D. | desire for legal compliance. |
| Answer» C. mission statement. | |
| 332. |
Which of the following situations does not necessarily lead to bias and unfairness to certain groups in selection? |
| A. | An employer applies a requirement for applicants which a larger proportion of one ethnic group finds considerable harder to comply with |
| B. | A psychometric test produces different test scores for different subgroups of candidates |
| C. | Subgroup differences in test scores are used to select characteristics that are not directly related to job performance |
| D. | A validity study is based on only one subgroup but then used to select members of another |
| Answer» C. Subgroup differences in test scores are used to select characteristics that are not directly related to job performance | |
| 333. |
Mentoring is very useful when the mentors work for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» B. different department | |
| 334. |
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because: |
| A. | They are viewed as 'hygiene factors' |
| B. | They are motivators |
| C. | They are unfair |
| D. | They are unwelcome by trade unions |
| Answer» B. They are motivators | |
| 335. |
Success of the organization can be measured in terms of |
| A. | Profitability |
| B. | Profit |
| C. | Sales |
| D. | All the above |
| Answer» E. | |
| 336. |
The defining feature of incremental payment systems is: |
| A. | A fair day pay for a fair day’s work |
| B. | Cost of living |
| C. | Length of service |
| D. | The quantity of qualifications achieved |
| Answer» D. The quantity of qualifications achieved | |
| 337. |
A disadvantage of rating scales is |
| A. | Cost |
| B. | Feedback |
| C. | Time involved |
| D. | Quantitative of scores |
| Answer» E. | |
| 338. |
Supervisors' responsibilities toward employees EXCLUDE |
| A. | Giving employees clear instructions. |
| B. | Looking for problems and trying to correct them before employees' performances deteriorate further. |
| C. | Speaking up for employees' interests to top management. |
| D. | Being inaccessible to subordinates. |
| Answer» E. | |
| 339. |
What do performance appraisals measure? |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | All the above |
| Answer» E. | |
| 340. |
The use of an experienced person to teach and train someone with less knowledge in the given area. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» D. Time Management | |
| 341. |
Learning principle includes all but |
| A. | Participation |
| B. | Repetition |
| C. | Feedback |
| D. | Repatriation |
| Answer» E. | |
| 342. |
Match the following components of remuneration with their inclusions – I. Fringe Benefits ------- A. Stock option II. Job Context ---------- B. Challenging job responsibilities III. Perquisites --------- C. Group Plans IV. Incentives ----------- D. Medical Care |
| A. | I-D, II-B, III- , IV-C |
| B. | I-B, II-A , III-C, IV-D |
| C. | I-A, II-C, III-D, IV-B |
| D. | I-C, II-B, III-D, IV-C |
| Answer» B. I-B, II-A , III-C, IV-D | |
| 343. |
Who is the primary person responsible for doing the actual appraising of an employee’sperformance? |
| A. | the employee’s direct supervisor |
| B. | the company appraiser |
| C. | the human resource manager |
| D. | none of the above |
| Answer» B. the company appraiser | |
| 344. |
Managers following a traditional performance appraisal system will typically meet with employees on a _____ basis. |
| A. | daily |
| B. | weekly |
| C. | monthly |
| D. | yearly |
| Answer» E. | |
| 345. |
A written statement of policies and principles that guides the behaviour of all employees is called |
| A. | code of ethics |
| B. | word of ethics |
| C. | ethical dilemma |
| D. | None of the above |
| Answer» B. word of ethics | |
| 346. |
Which of the following is not a major personnel selection method? |
| A. | Focus groups |
| B. | Biodata |
| C. | Graphology |
| D. | References |
| Answer» B. Biodata | |
| 347. |
The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves, is known as: |
| A. | valuing diversity. |
| B. | legal compliance. |
| C. | social responsibility |
| D. | professionalism. |
| Answer» D. professionalism. | |
| 348. |
If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____. |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | achievement of objectives |
| Answer» D. achievement of objectives | |
| 349. |
Which performance appraisal tool requires supervisors to categorize employees from bestto worst on various traits? |
| A. | digital dashboard |
| B. | critical incident method |
| C. | graphic rating scale |
| D. | alternation ranking method |
| Answer» E. | |
| 350. |
The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order. |
| A. | Paired comparison |
| B. | Behaviorally anchored rating scale |
| C. | Forced distribution |
| D. | Alternation ranking |
| Answer» E. | |