Appraisal MCQs

8 MCQs — Human Resource Management MCQs

Practice Appraisal MCQs with correct answers and explanations. These questions are from the Human Resource Management MCQs section.

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Human Resource Management Subcategories

Appraisal	Career
Change	Communication
Compensation	Groups
HR Audit/Strategy	HRM – Definition
HRM – Nature	HRP
Induction	Industrial Relations
Job Analysis	Job Design
Job Evaluation	Leadership
Management thought	Motivation – Adams
Motivation – Alderfer	Motivation – Herzberg
Motivation – Maslow	Motivation – McClelland
Motivation – McGregor	Motivation – Ouchi
Motivation – Vroom	Organization
Recruitment	Selection
Separation	Training

Management by Objectives (MBO) was popularised by:

Peter Drucker
Elton Mayo
Douglas McGregor
Rensis Likert

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A performance appraisal technique that anchors rating scale points to specific critical behaviours is:

MBO
Paired comparison
Forced distribution
BARS (Behaviourally Anchored Rating Scale)

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In the paired comparison method, if there are 10 employees, the number of comparisons required is:

100
20
45
90

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The appraisal method that forces raters to place a fixed percentage of employees in each performance category (bell curve) is:

Checklist
Forced distribution
Critical incident
Graphic rating scale

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The critical incident method of appraisal was developed by:

Chris Argyris
Kurt Lewin
John C. Flanagan
Peter Drucker

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360-degree appraisal collects feedback from:

External consultants only
The immediate boss only
HR department only
Superiors, peers, subordinates, self and sometimes customers

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A rater who assigns average ratings to almost all employees to avoid extremes commits:

Central tendency error
Recency error
Leniency error
Halo error

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The 'recency effect' in appraisal means:

Comparing with the previous employee
Giving undue weight to the employee's most recent performance
Rating new employees lower
Rating based on first impression

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