Performance appraisal including 360° appraisal - One Line Questions

1. The 'critical incident' in performance appraisal refers to: — An employee's outstanding or very poor performance
2. The halo effect in performance appraisal refers to: — Appraising an employee based on a single positive trait
3. The 'horn effect' is the opposite of the 'halo effect' and refers to: — Appraising an employee based on a single negative trait
4. Which appraisal method focuses on specific examples of effective and ineffective behavior? — Critical Incident Technique
5. The 'paired comparison' method of appraisal involves: — Comparing each employee to every other employee
6. A performance appraisal system that relies heavily on a single supervisor's perspective is vulnerable to: — Rater errors and biases
7. The 'recency error' can be mitigated in performance appraisals by: — Maintaining performance records throughout the year
8. Which performance appraisal system focuses on setting specific, measurable, achievable, relevant, and time-bound (SMART) goals? — Management by Objectives (MBO)
9. The Behaviorally Anchored Rating Scale (BARS) method combines: — Critical incidents and graphic rating scales
10. The primary purpose of performance appraisal interviews is to: — Discuss performance, set future goals, and provide development plans
11. What is a key challenge in training raters for performance appraisal? — Teaching them to avoid common rater errors
12. Which appraisal method requires the rater to choose from a set of statements describing performance? — Forced Choice Method
13. Which appraisal method uses a series of statements, each with a different weight, and the rater checks those that apply? — Checklist Method
14. Which appraisal tool helps standardize the evaluation by defining specific performance levels for each trait? — Behaviorally Anchored Rating Scale (BARS)
15. For 360-degree appraisal to be effective, it is crucial that: — Confidentiality is maintained and feedback is constructive
16. Which of the following is a key characteristic of the 'critical incident technique'? — Recording specific examples of employee behavior
17. The recency error in performance appraisal means that the rater: — Focuses on recent performance only
18. Which appraisal method is based on comparing an employee's performance to specific, observable behaviors linked to job success? — Behaviorally Anchored Rating Scale (BARS)
19. The 'central tendency' error occurs when raters: — Rate most employees as average
20. Management by Objectives (MBO) is a performance appraisal technique where: — Employees and managers jointly set goals
21. Which method provides detailed, narrative feedback on an employee's performance? — Essay Method
22. Which appraisal method is considered the most subjective and can lead to inconsistencies? — Essay Method
23. Which type of bias occurs when an appraiser rates all employees similarly, either high or low? — Central Tendency
24. Which of these is NOT a common rater error in performance appraisal? — Objective Measurement
25. The 'horn effect' is a specific type of: — Rater bias
26. Which of the following is a benefit of using graphic rating scales? — Ease of use and quantification
27. A key benefit of using multiple raters in a 360-degree appraisal is: — Reduced potential for bias and a more balanced perspective
28. In 360-degree appraisal, feedback from 'customers' is most relevant for roles involving: — Direct client interaction and service
29. A key advantage of the 360-degree appraisal is: — It provides a more comprehensive view of performance
30. What is the main disadvantage of the essay method of performance appraisal? — It can be influenced by the rater's writing ability and bias
31. Which of the following is a benefit of using 360-degree appraisal for employee development? — It provides insights into blind spots and areas for growth
32. Which of the following is essential for a successful performance appraisal system? — Regular feedback and development planning
33. Which of the following is a potential disadvantage of 360-degree appraisal? — Potential for bias and political maneuvering
34. What is the main challenge in implementing a 360-degree appraisal system effectively? — Ensuring confidentiality and managing potential conflicts
35. Which method of performance appraisal involves comparing an employee's performance against predetermined standards? — Graphic Rating Scales
36. When comparing employees against each other rather than against a standard, which method is being used? — Comparative Methods (e.g., Ranking, Paired Comparison)
37. The primary goal of using performance appraisal data for 'personnel decisions' is to inform: — Promotions, transfers, and terminations
38. The 'halo effect' is a rater error where the appraiser allows: — One positive trait to influence the rating of all other traits
39. In a 360-degree appraisal, who typically provides feedback? — Peers, subordinates, customers, and supervisors
40. A performance appraisal system aims to provide feedback to employees on their: — Job performance and potential
41. The purpose of performance appraisal is fundamentally to: — Improve employee performance and organizational effectiveness
42. Which performance appraisal method is most prone to the 'horn effect'? — Graphic Rating Scale
43. The 'forced distribution' method of appraisal requires the manager to: — Assign a certain percentage of employees to specific performance categories
44. The 'leniency error' in performance appraisal means the rater: — Rates employees too leniently
45. The Ranking Method of performance appraisal involves: — Listing employees from best to worst performer
46. Behaviorally Anchored Rating Scales (BARS) are designed to: — Reduce rater subjectivity
47. Which of the following is a self-appraisal technique? — Management by Objectives (MBO)
48. In the context of 360-degree feedback, 'upward feedback' refers to feedback provided by: — Subordinates to supervisors
49. Which of the following is the primary objective of performance appraisal? — To assess employee strengths and weaknesses
50. What is the primary purpose of defining performance standards before appraisal? — To provide a clear benchmark for evaluation
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