1. General Knowledge MCQ Questions answers GK Practice Set PDF Paper & Model Objective Series has been given below. These short solved questions or quizzes are provided by Gkseries. “If a worker has few absences, his supervisor might give him a high rating in all other areas of work” this is an example of ________________ bias in Performance Appraisal, a. Halo effect              b. (ii) Some job may involve tasks which overlap more than one grade. Administrative use of performance appraisal does not include, a. Complexity refers to the variety and relative difficulty of the material or information upon which decisions are based. Uploader Agreement. Report a Violation 11. Feedback to employee’s              b. supervision               c. Training              d. Transfer, 27. Accordingly, a systematic job evaluation becomes an essential part of the employer value proposition. Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation so as to develop an equitable wage and salary structure. In this technique a written jobs description is prepared for every job. Modern method of performance appraisal does not include, a. This step of performance appraisal process finds out the deviation occurred in actual performance, a. Fixing standards                                                                      b. Link to Auditing MCQs (PDF) is given below. The job descriptions are then studied and analysed. Then, the wage rate for this job would be Rs.76. (iii) Systematic wage differentials according to content of the job can be determined. Location. This weightage varies from cluster to cluster, committee of experts assign weightages. State true or false. (v) To provide a frame work for periodic review and revision of wage rates. Disclaimer 8. 79. Understanding the knowledge, skills, abilities and behaviors needed to perform the job responsibilities of a promotional opportunity with their current employer can be a powerful motivator for employees and … Effective self-evaluation does not require the use of tests. (i) To determine equitable wage differentials between different jobs in the organisation. "A 'quantitative technique' in job evaluation processes is" Multiple Choice Questions (MCQ) on job evaluation process with choices job classification, alternative ranking method, aligned reward strategy, and point method for online bachelor's degree in business administration. Filters. The evaluation is based on a number of compensable factors. a. This method is applicable for workers, supervisors and managerial jobs. a. Performance Management                                     b. Assessment center               c. MBO              d. 360, a. Elton Mayo               b. F.W. Here different “grades” or “classes” of jobs are predetermined based on certain criteria such as skill, knowledge, responsibility etc. He may be casual at work too!”. Performance appraisal is an interesting part in Human Resource Management. a. B. This method can be understood by the following example: In this technique ranks obtained through job descriptions and paired comparisons are spread along a number line. False. a. Grade levels increase in relation to the variety of issues and activities, and to the difficulty of the problems and decisions dealt with. Compensation              b. Communication               c. Selection               d. Motivation, 13. Central Tendency              c. Personal Biases              d. Wrong survey, 17. Rank is then assigned on the basis of the number of times a job is rated more difficult. Comparison method               b. These accounts and auditing quiz are from fundamentals of auditing, general concepts & principles of audit, performance of audit and reporting. 11. 22. Measuring the efficiency, c. maintaining organisational control                                d. Designing Organisational goal, a. goals of employees         b. Assessment and Evaluation 1) When formative assessment is executed ? 3. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. Which of the following is not a Performance Appraisal Biases, a. Halo effect               b. Judgment refers to the use of knowledge and experience in making the decisions. All factors will not carry same weightages. This multiple choice questions on HRP includes objective type questions on topics like Job analysis, Job description, Job specification etc. MCQ in Performance Appraisal with answers, MCQ in Compensation Management with Answers, Interesting MCQ’s on Strategic Management with Answers, MCQ’s on Succession Planning with Answers. The following table illustrates the procedure: In this method, the rate is required to keep in mind all the jobs being ranked. (f) Minimise number of wage rate within each grade. 14. Input and output                                                         b. efficiency and effectiveness, c. Returns to the organisation                                      d. Business earned by him, 24. This method is made popular by civil services used mostly for administrative jobs. In quantitative methods key factors of the job are selected and measured. (iv) To establish a rational basis for incentive and bonus schemes. The procedure involved is as follows. Management provides you all type of quantitative and competitive aptitude mcq questions with easy and logical explanations. Grade 1, 2, 3… for officers in ascending orders. Which of the following is not an aim of performance appraisal, a. Specific job requirements are not taken into account. And it is a part of syllabus of HRM in almost all University. The factors common to all jobs are selected and defined clearly. A: Compensation of the job B: Image of the organization C: Internal organizational policies D: None of the given options Question103: Job evaluation is based on the: A: Physical skills required by the job B: Relative job worth for an organization C: Complexity of the job to perform SOLVED BY MAHA SHAH VU_ASKARI MANAGER 13. Evaluation Systems: Elements and Types of evaluation, Evaluation in Choice Based Credit System in Higher education, Computer based testing, Innovations in evaluation systems. Job analysis b. 6. These objective type questions are very important for competitive exams. The questions in this section assist evaluators in rating the seven different factors in the job evaluation plan. 2. 11. MCQ type evaluation is very popular because of its easy implementation. This committee consists of representatives from management and employees. 12. Communicating the ________________________ to the employees is necessary so that they can perform accordingly, a. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. Performance analysis c. Performance appraisal                                 d. Performance evaluation. Factors are divided into sub factors and different degrees of a factor are considered. Job descriptions are carefully analysed and the key jobs are rated in terms of the selected factors. This may not be possible when the number of jobs is large. 25), machinist in physical effort (Rs. (iii) It is economical and therefore suitable for small concerns. (i) This method is easy to understand and simple to operate. It provides a framework to administer pay. Ans. Analysing Work and Designing Jobs - MCQs with answers - Part 1 1. 1. Three techniques can be used for ranking jobs. The actual performance of an individual is measured in terms of its ________________, a. Job evaluation manual is prepared by selecting a number of “key jobs” in each Department/cluster. This Objective type questions have become mandatory in almost all courses you can get benefit out of this. Performance appraisal               b. Copyright 10. i. Vestibule training utilises equipment which closely resemble the actual ones used on the job. 2. Jobs are compared with each other to obtain relative value. Content Filtration 6. It is difficult to classify such jobs in a particular grade. This arrangement assists realistic assessment of factors and comparison of jobs. A 62 year-old woman with a history of confusion and constipation comes to the office for a ... A. A job evaluation can align the functions of a work position to the mission, vision, and objectives of the organization: By implementing job evaluation activities, an organization can either eliminate or add a job position depending on how it can impact the business. A. These HR Management GK Quiz or General Awareness quiz objective questions answers are very helpful for competitive exams BBA, MBA, PGDBM etc. The average of these ratings is calculated to determine the final rankings. Post was not sent - check your email addresses! Unlike factors comparison, there is no restriction on the number of factors. October 02, 2018 in Child development and Pedagogy, osstet. (iii) To develop a consistent wage policy. 1. Skip to content. Even though, initially grading method is envisaged by civil service for administrative and clerical jobs, later this concept became popular and extended to defence services, marketing, sales and managerial cadre jobs. This method of performance appraisal is known as, a. 18). $60,000 137 $80,000 80 $100,000 30 $120,000 12 $140,000 11. These percentages are counted as points for first degree. C. Competency-based rewards. For e.g., a manual job carry higher weightage of “physical ability” compared to “mental ability” and so on. To understand the different factors and degrees, please see the Rating Team Guidance (Manual) which is available to you on the VIU job evaluation site. The wage rate for a job is allocated among the identified and ranked factors. Other jobs are spaced according to their closeness to the highest ranked job. True b. The remaining jobs are compared with the key jobs in terms of each factor. Answer: There are six steps in doing a job analysis.Step 1 is to decide how one will use the information.Step 2 is to review relevant background information such as organization charts, process charts, and job descriptions.Step 3 is to select representative positions.Step 4 is to analyze the job by collecting data on job activities, required employee behaviors, working conditions, and human traits … Class I, II, III… for officers in descending order. Job evaluation is therefore the basis for fair compensation. Multiple‐Choice Questions ... Learning Outcome: to make appropriate clinical decisions based on laboratory data. Skill, physical and mental effort, responsibility and working conditions are the main factors used. The actual performance is compared with the standard performance to, a. It is not compulsory c. To define satisfactory wage and salary differentials d. None of the above. A fair and equitable wage rate (hourly and daily) is dimensioned for each key job. 7. This is an example of ________________ bias in Performance Appraisal, a. Halo effect               b. With the help of job-evaluation manual and formula pre-determined for conversion of points to money value, we can now prepare the rating for all jobs by comparing term with key jobs. Privacy Policy 9. With the global war for talent, a key differentiator for employers is offering career growth opportunities. _________________ is not included in the advantages of Performance Appraisal, a. Accounts and auditing questions are also helpful in auditor test preparation. This multiple choice question on HRP an integral part of Human Resource Management is very helpful for post-graduate and graduate students like MBA, BBA, B.COM and other exams like NET, SET etc. Direct determination of rating shift the focus of job evaluation from “job worth” to “job wage” in money value. Suppose, ‘carpenter job is to be similar to tool maker in skill (Rs. According to International Labour Organisation (ILO) “Job evaluation may be defined as an attempt to determine and compare the demands which the … (iv) Allocate all jobs in each grade/class based on criteria. What is the main objective of job evaluation? Below given is MCQ in performance appraisal with answers. Quality and quantity … a. * Home > FAQs > Selection/tests > Multiple-Choice Questions tests Multiple-Choice Questions tests Who should I contact if I encounter technical problems when booking my computer-based tests? The GNWT uses the Hay Method of Job Evaluation and it is a gender-neutral evaluation system that assesses jobs on skill, effort, responsibility and working conditions. To evaluate correctly, they need specific information and examples. 1. Key jobs serve as standards against which other jobs can be compared. (c) Clean definition of elements and consistency of degrees of such elements, improve accuracy of job evaluation. They discourage employees from learning new jobs. Human Resource Management General Knowledge Multiple Choice Questions(MCQs) and Answers. The performance Appraisal method BARS stands for, a. Behavioral Attitude rating system                                   b. Behavioral Attitude ranking System, c. Behavioral Aptitude Ranking System                            d. Behavioral Anchored Ranking Scale. A key job is one having standardised contents and well accepted pay rate, key jobs should be a cross-section of all jobs in the organisation representing all levels of pay. For example, in the following number line, A is the highest ranked job; E is the lowest ranked job. Central Tendency              c. Horn effect              d. Spill over effect. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. HRM (Human Resource Management) MCQ is important for exams like MAT, CAT, CA, CS, CMA, CPA, CFA, UPSC, Banking and other Management Page-5 section-1 Which of the below is not an objective of Performance appraisal, a. assessment of performance                                              b. (ii) It is more accurate and systematic than the ranking method. (i) This method is the most comprehensive and accurate method of job evaluation. (vii) To minimize wage discrimination on the basis of age, sex, caste, region etc. Job Evaluation (JE) is the analysis and evaluation of work for the purpose of determining the relative value of each job in an organization. Benefits of Performance Appraisal to the organisation does not include, a. Factors are divided into sub factors and comparison of jobs, identify the b.!... Learning Outcome: to make appropriate clinical decisions based on criteria positions Within the have! 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