Reference no: EM133034408

Question 1: Training Needs Analysis is important because it:

A. Determines who should receive training first

B. Enables managers to work out the cost of training

C. Identifies the training objectives

D. Provides a profile of an individual's training need.

Question 2: When a supervisor's personal opinion of an employee sways the supervisor's measurement of the employee's performance, the supervisor is committing which rater error?

A. halo effect

B. error of central tendency

C. leniency bias

D. contrast error

E. personal prejudice

Question 3: Which of the following needs to be considered after the purpose of a performance appraisal system has been established and the system has been linked to organizational objectives?

A. transforming organizational objectives into measurable outcomes

B. setting performance targets

C. establishing a forward-looking strategic partnership between management and employees

D. including measures of employee satisfaction

E. using a balanced scorecard to assess the performance of the overall organization

Question 4: Which of the following appraisal approaches is future-oriented?

A. management-by-objectives

B. performance tests

C. behavioral observation scale

D. behaviorally anchored rating scales

E. observations

Question 5: The 360-degree performance appraisal is most appropriate for which of the following purposes?

A. employee development

B. administrative

C. career planning

D. determining pay raises

E. making decisions about promotions

Question 6: Organizations develop through training and development which bring benefits to Employees as well as the organizations. Which of the following would not be regarded as a common feature that would result from training in today's modern workplace?

A. Same job for life

B. Be able to move more easily between jobs and other organisations

C. Improve chances of promotion

D. Develop a range of transferable skills