Performance Management MCQ Quiz in తెలుగు - Objective Question with Answer for Performance Management - ముఫ్త్ [PDF] డౌన్‌లోడ్ కరెన్

The performance management system is a systematic approach to measure the level of performance of the employees. It is a continuous process of achieving individual and team goals that are aligned with the long-term strategic goals of the organization.

BARS:

• BARS is an abbreviation of the Behaviourally Anchored Rating Scale.
• BARS is designed to measure the performance of the employees and their specific behavior patterns.
• BARS are designed to bring the benefits of both the qualitative and the quantitative data to the employee's appraisal process as its mechanism combines the benefit of narratives critical incidents, and quantified ratings.

Therefore, the Behaviourally Anchored Rating Scale represents the full form of the term “BARS” in performance management systems.

Benefits of BARS:

• BARS has clear standards upon which an employee is appraised.
• BARS is very accurate in the appraisal method hence it can be relied upon.
• This system is reliable as the appraisals will remain the same even if different raters rate them using this method.
• It gives objective feedback.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. A performance management system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term“performance management” as a substitution for the traditional appraisal system to encourage you to think of the term in the is broader work system context.

Below is the explanation of the correct answer:

List – I  (Ranking methods)	List – II  (Methodology)
Simple ranking	Ranking method is one of the simplest performance evaluation methods. In this method, employees are ranked from best to worst in a group. It is based on overall performance.
Alternation ranking	Ranking employees from best to worst on a trait or traits is another method for evaluating employees. Since it is usually easier to distinguish between the worst and best employees than to rank them, an alternation ranking method is most popular.
Paired comparison	By this technique, each employee is compared every trait with all the other persons in pairs one at a time. With this technique, judgment is easier and simpler than with the ordinary ranking method. The number of times a person is compared to another is tallied on paper. These numbers yield the rank of each group.
Forced distribution	This method was evolved by Joseph Tiffin. This system is used to eliminate or minimize the rater’s bias so that all personnel may not be placed on extreme ends. Normally, the two criteria used here for rating are job performance and promotability.  It ends up with a predetermined number of people in each group.

Therefore, option 2 is the right answer.

Instrumentality performance will result in the attainment of outcomes. The expectancy theory says that individuals have different sets of goals and can be motivated if they have certain expectations. In organizational behavior study, expectancy theory is a motivation theory, first proposed by Victor Vroom of the Yale School of Management in 1964.

The correct answer is Unity of command.

Key Points

• The unity of command is a classic principle of management that states an employee should report to only one manager, which helps to avoid confusion and conflicting priorities.
• Span of control: Refers to the number of subordinates a supervisor has.
• Chain of command: This is the line of authority within an organization that conveys orders from the top down.
• Division of labor: Concerns the allocation of tasks to various organizational members or departments.
• Centralization: Refers to the concentration of decision-making authority at the top levels of organizational hierarchy.

The correct answer is Essay method.

Key Points The essay method is often considered subjective and time-consuming among the listed performance appraisal methods. In the essay method, the evaluator writes a detailed narrative or essay about the employee's performance, strengths, weaknesses, achievements, and areas for improvement. This approach is highly qualitative and relies on the evaluator's judgment and writing skills.

While the essay method can provide a comprehensive view of an employee's performance, it is subjective because it depends on the individual perspectives and writing styles of the evaluators. Additionally, writing detailed essays for each employee can be time-consuming, especially in organizations with a large workforce.

In contrast, rating scales, critical incident method, tests, and observations are generally more structured and may involve quantifiable data, making them potentially less subjective and more efficient in terms of time management.

Additional InformationRating Scales:

1. • Subjectivity: Rating scales involve the use of predefined scales with specific criteria for evaluating an employee's performance. While some subjectivity can still be present, the use of defined scales aims to bring a level of objectivity to the process.
   • Time-Consuming: Rating scales are typically more structured and quicker to administer compared to the essay method. Evaluators simply have to mark or select a score on the predefined scale for each criterion.

2. Critical Incident Method:

   • Subjectivity: The critical incident method involves focusing on specific events or behaviors that demonstrate exceptional or poor performance. While there may be some subjectivity in the interpretation of what constitutes a critical incident, it is generally less subjective than the essay method.
   • Time-Consuming: This method involves identifying and documenting specific incidents, which can take time, but it is usually considered less time-consuming than writing lengthy essays for each employee.

3. Tests and Observations:

   • Subjectivity: Tests and observations can be designed to measure specific job-related skills or behaviors objectively. While the interpretation of results may involve some subjectivity, the overall process tends to be more objective than the essay method.
   • Time-Consuming: The time required for tests and observations can vary depending on the complexity of the tasks being observed or the tests administered. However, in many cases, these methods can be efficiently implemented.

The correct answer is Career anchor.

Key Points

• Career anchors refer to the fundamental drives or motivations that influence an individual's career choices and preferences.
• They represent the core values, skills, and interests that guide an individual's career decisions and provide a sense of fulfilment and satisfaction in their chosen field.
• Career anchors are often developed over time through a combination of personal experiences, values, and abilities.
• They help individuals identify the types of careers or work environments that align with their strengths and provide a sense of purpose.

Therefore, Career anchor best represents the basic drives that influence career choices and preferences.

The correct answer is - Length of service

Key Points

• Length of service
  • Seniority-based promotions primarily consider the duration of an employee's service within the organization.
  • Employees with a longer tenure are generally given priority for promotions.
  • This method rewards loyalty and experience within the company.

Additional Information

• Merit-based promotions
  • These are based on an employee's performance and contributions to the organization.
  • Factors such as skills, qualifications, and achievements are considered.
• Age
  • Promotions based on age are less common and generally not a standard practice in modern organizations.
  • Age-based promotions may be more prevalent in traditional or family-run businesses.
• Behavior
  • While important, behavior is usually a factor in performance appraisals rather than the sole criterion for promotion.
  • Positive behavior can enhance an employee's chances for promotion when combined with other factors.

The correct answer is Career anchors.

Career anchors have ability to inspire, motivate and guide people throughout their career.

Key Points Career Anchors-

• Anchors in a career are the aspects of a job or profession that motivate people to pursue it.
• They are consistent with the way a person sees their own abilities, wants, and beliefs.
• Participating in a career anchors exercise might be useful for figuring out what really motivates one in their professional life.

Additional Information Career path-

• An individual's career path is the sequence of jobs and responsibilities held by them at one or more companies throughout the course of their professional lives.
• Overall, it refers to how far an employee gets promoted or advances in their career at one or more companies.

Career goals-

• A clear description of the profession that a person plans to work in throughout their career is known as a career goal.
• Every employee or someone looking for work should clearly state their career goals.

Career management-

• Managing career involves making investments in oneself over the course of  whole working life in order to achieve professional aspirations.
• Self-awareness, career development planning/exploration, lifelong learning, and networking are just a few of the ideas that are part of the career management process.

The statement that is not true is: "Performance appraisal reduces managerial control."

Key Points

Performance Appraisal:

• Performance appraisal is a tool used by organizations to evaluate the job performance of their employees.
• The process involves setting performance standards and measuring the actual performance of employees against those standards.
• Appraisals are often used to encourage employee loyalty and commitment and to motivate and control workers.

Important Points Statement 1: Companies use appraisal to encourage employee loyalty and commitment.

• Performance appraisal is an important tool used by companies to evaluate an employee's job performance over a given period of time.
• It can be used to encourage employee loyalty and commitment by recognizing and rewarding high-performing employees.
• This can help to increase job satisfaction, motivation, and productivity among employees, which can benefit both the employee and the organization.

Hence, this statement is true. 

 Statement 2: Performance appraisal has become a tool to motivate and control workers.

• Performance appraisal can be used as a tool to motivate and control workers. By setting clear performance goals and providing feedback on how well those goals are being met, performance appraisal can motivate employees to work harder and achieve better results.
• At the same time, performance appraisal can also be used to control worker behaviour by identifying areas where improvements need to be made and by imposing consequences if performance standards are not met.

Hence, this statement is true. 

Statement 3: Performance appraisal reduces managerial control.

• Performance appraisal actually increases managerial control, as it provides a framework for evaluating and monitoring employee performance.
• Through performance appraisal, managers can set expectations and monitor progress, identify areas where improvements need to be made, and take corrective action when necessary.
• By doing so, they can maintain greater control over their team and ensure that they are meeting their organizational goals.

Hence, this statement is false. 

Statement 4: Employees may be appraised on both objective and subjective measures.

• Performance appraisal can be based on both objective and subjective measures.
• Objective measures are based on quantitative data, such as sales figures or production output, while subjective measures are based on more qualitative data, such as teamwork or communication skills.
• Appraisal systems that combine both types of measures are often seen as the most effective, as they provide a more comprehensive view of employee performance.

Hence, this statement is true. 

 

Key Points

Performance Appraisal:

• A performance appraisal may also be referred to as an employee appraisal, performance evaluation, or performance review.
• Performance reviews are used by all businesses to determine which employees have made the biggest contributions to the business' expansion, to monitor progress, and to recognise and reward top performers.

Important PointsMethods of Past oriented techniques of performance appraisal:

1. Rating Scales: Rating scales consist of various numerical scales that indicate various job-related performance criteria, such as dependability, initiative, output, attitude, etc. Every scale has an excellent to poor range. The reliability and validity of the rating method may be up to dispute while being reasonably simple and affordable.

2. Checklist: Using this method, a list of statements about an employee's attributes is created as a series of yes-or-no questions. In this case, the rater merely does reporting or verification; the HR department completes the evaluation. Major Advantages of this is as forced choice is used, there are no personal biases.

3. BARS: Behaviorally anchored rating scale also called Critical Incidents method, is a system of measurement that assigns a grade to trainees or workers based on their conduct and performance. The strategy is centred on a few key employee behaviours that have a significant impact on performance. Supervisors record such incidents as they happen.

4. Forced Distribution Method: Here, workers are grouped together around the highest rating on a scale. The rater is required to disperse the personnel throughout all scale points. The performance is assumed to follow the normal distribution.

5. Paired comparison method: This approach is quite straightforward. The appraiser ranks the employees by comparing each employee to each other employee in the group one at a time. The results of this comparison produce the group's overall rank order.

6. Essay Method: The easiest of the various evaluation techniques is the essay method. By using this strategy, the rater creates a narrative that details the employee's qualities, shortcomings, prior performance, potential, and areas for progress.

7. Field Review Method: This approach involves line supervisors being interviewed by a trained employee from the personnel department to assess their respective subordinates. The appraiser approaches the supervisor completely prepared with specific test questions, which are typically learned beforehand.

Additional Information

360 Degree Performance Appraisal:

• 360 Degree Performance Appraisal is future-oriented techniques of performance appraisal.
• 360-Degree Feedback is a technique that involves the systematic gathering of performance data from several stakeholders, including immediate supervisors, team members, customers, colleagues, and self.
• The appraisers could actually be anyone who has useful information about how an employee performs their work.
• This method is very helpful for gaining a wider viewpoint, more self-development, and multi-source feedback.
• 360-degree evaluations are helpful for evaluating interpersonal abilities, client satisfaction, and teamwork.

Hence, it can be concluded that 360 degree appraisal not a past-oriented method of performance appraisal.