MBA SEM II – 2019-20 – Assignment 4 – HRM - PB
MBA SEMESTER III CBCS-OB
Assignment 4
Summer 2020 (Summer)
January- June 2020 (Duration)
Batch : 2019-21
Elective : Operations (just mention “Compulsory” in case it’s not an Elective)
Course : Applied Operations Research
Name of Faculty: Amardip Kurukwar
Date of Examination : June 06, 2020
Max Marks : 25 Marks

There are 25 Multiple Choice questions carrying 1 Marks
There will be No Negative Marking
Total duration of the Examination will be 60 minutes
No Submission is allowed after the allotted time


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NAME *
Name of the Section *
ROLL NUMBER *
Write in the Format NAL001
1._______ is defined as the record of outcomes produced on a specific job function or activity during a specific time period. *
1 point
2. _____ is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. *
1 point
3. In which evaluation method, the evaluator is asked to describe the strong and weak aspects of the employee’s behavior. *
1 point
4. The following system combines the superior and self evaluation systems? *
1 point
5. In this technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee. *
1 point
6. First Impression in performance appraisal bias denotes *
1 point
7. Paired comparison method can be used by *
1 point
8. The multiple-input approach to performance feedback is sometimes called ____ degree assessment. *
1 point
9. a/an ______ is a plan or program to motivate individual or group performance. *
1 point
10.  The technique that have been used to evaluate an employee in comparison with other employees *
1 point
11.  ______ is an objective assessment of an individual's performance against well-defined benchmarks *
1 point
12.  What is linked with performance appraisal? *
1 point
13.  Which of the following is an alternate term used for performance appraisal *
1 point
14.  Which of these is the main purpose of employee assessment? *
1 point
15.  How performance appraisal can not contribute to a firm's competitive advantage? *
1 point
16.   The actual performance of an individual is measured in terms of its *
1 point
17.   Rearrange the steps in appraisal process. A. Objectives of performance appraisal B. Establish job expectations C. Design in appraisal programme D. Performance Management E. Appraise performance F. Performance interview G. Archive appraisal data H. Use appraisal data for appropriate purposes *
1 point
18.   Appraiser tends to emphasis both ______ and _______ for employee extensive training programmes. *
1 point
19.   Which is the simplest and most popular technique for appraising employee performance? *
1 point
20.   BARS is __________ scale. *
1 point
21.   __________ appraisal technique has self-appraisal, peer appraisal, subordinate appraisal and appraisal by superior. *
1 point
22.   a ------------- process is of evaluating employee's performance of job in terms of its requirements   *
1 point
23.   John, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use? *
1 point
24.   Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance? *
1 point
25.   Radhika is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and in effective job performance. What should Stacey do next? *
1 point
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