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MBA HR Performance Appraisal — practice questions

Explore 28 free Performance Appraisal questions in MBA HR Human Resource Management. Open each question or exercise to read its content, reference answers and available explanation.

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Performance Appraisal questions and exercises with answers

Showing questions 1–28 of 28.

A supervisor rates almost every employee in a narrow middle band. This error is:Read the answer and worked solution →A supervisor who marks everyone very high, regardless of work, shows:Read the answer and worked solution →An employee rated above average on one factor is then rated the same on every factor. This is the:Read the answer and worked solution →A supervisor judging a whole year mainly on last month's work commits:Read the answer and worked solution →A manager recalling only the incidents that fit what she already believes shows:Read the answer and worked solution →Managers naturally favouring people who resemble them shows:Read the answer and worked solution →Letting a personal like or dislike shape a rating is described as:Read the answer and worked solution →To reduce rating errors, each factor on the form should represent:Read the answer and worked solution →Vague terms like 'average' should be avoided on rating forms because different evaluators:Read the answer and worked solution →Raters are advised to observe subordinates regularly through the period and to:Read the answer and worked solution →Keeping the number of people one rater evaluates reasonable matters because rating fatigue:Read the answer and worked solution →The most popular method of evaluation used in organisations is the:Read the answer and worked solution →A method where supervisors record examples of unusually good or poor behaviour is the:Read the answer and worked solution →A scale whose points are described by concrete behaviours is called a:Read the answer and worked solution →A drawback of that behaviour-anchored method is that a separate version is needed for:Read the answer and worked solution →The method where employee and supervisor jointly set goals for the coming year is:Read the answer and worked solution →Reducing appraisal errors matters mainly because it makes the information:Read the answer and worked solution →A manager who is overly strict with every subordinate is committing which error?Read the answer and worked solution →The halo effect is described as arising when managers hold a view of an employee that is overly:Read the answer and worked solution →How many common sources of error in appraisal systems are listed?Read the answer and worked solution →Catch the rating errorsRead the answer and worked solution →Pop the appraisal methodsRead the answer and worked solution →Run the appraisal gatesRead the answer and worked solution →Slice the appraisal wordsRead the answer and worked solution →Error or methodRead the answer and worked solution →Sort the fixesRead the answer and worked solution →Type the numberRead the answer and worked solution →Appraisal bingoRead the answer and worked solution →

Worked practice questions

A supervisor rates almost every employee in a narrow middle band. This error is:

  1. Central tendency error
  2. Central tenancy error
  3. Central tendency effort
  4. Central tender error
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Correct answer: A. Central tendency error

1. Real differences are not distinguished. 2. Everyone lands near the middle. 3. It is central tendency error. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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A supervisor who marks everyone very high, regardless of work, shows:

  1. Liability error
  2. Leniency error
  3. Latency error
  4. Legacy error
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Correct answer: B. Leniency error

1. The opposite fault is being overly strict. 2. Ratings drift upward for all. 3. It is leniency error. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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An employee rated above average on one factor is then rated the same on every factor. This is the:

  1. Halo effect
  2. Hollow effect
  3. Harvest effect
  4. Hazard effect
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Correct answer: A. Halo effect

1. One impression colours the whole form. 2. Each factor receives the same mark. 3. It is the halo effect. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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