Test Preparation on IBPS SO Mains HR/Personal Officer Mock Test-3
Which of the following is/are drawback/s of performance appraisal using a Confidential Report?
I. It is descriptive in nature.
II. It follows a subjective appraisal system.
III. There is no feedback offered to the employee.
IV. It is based on old data pertaining to past performance.
Being descriptive is not a drawback. Also, there is no data used in a CR.
Which of the following /are advantage/s of performance appraisal using the essay method?
I. It can be used as only a standalone technique.
II. It provides a lot of information about the employee.
III. It gives a list of traits the employee is supposed to have.
The essay technique is a nonquantitative technique used to express the positives and negatives of an employee. It is better when combined with the graphic rating scale. A lot of factors are considered while writing the essay and thus provide a lot of information on the employee.
Which of the following is/are true of performance appraisal using the critical incident technique?
I. It is objective and avoids recency bias.
II. It is mostly used for the evaluation of superiors more than peers or subordinates.
III. The recorded events comprise of major incidents during the period being considered.
The critical incident technique is where the supervisor prepares a list of ‘critical’ incidents during a time period where the employee behaved either badly or was extremely good. Thus, a log is maintained which is then used to evaluate the employee at the end of the period. This method is objective and takes into consideration all events, thus avoiding the recency bias. It is mostly used to evaluate superiors rather than peers or subordinates.
Which of the following is a limitation of the checklist method of performance appraisal?
I. It is a time-consuming method.
II. It suffers from the halo effect (bias).
III. It is an expensive method.
IV. The weights assigned may be biased in favor of negative questions or vice versa.
Checklist Method: A checklist represents, in its simplest form, a set of objectives or descriptive statements about the employee and his behavior. If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. A more recent variation of the checklist method is the weighted list. Under this, the value of each question may be weighted equally or certain questions may be weighted more heavily than others.
Limitations: – The rater may be biased in distinguishing the positive and negative questions.
– He may assign biased weights to the questions.
– Another limitation could be that this method is expensive and time-consuming.
– It becomes difficult for the manager to assemble, analyze and weigh a number of statements about the employee’s characteristics, contributions, and behaviors.
The full form of BARS (used in performance appraisal) is –
BARS stands for Behaviorally Anchored Rating Scales and is one of the most widely used methods for appraising performance.
The performance appraisal method which is a combination of the rating scale and critical incident technique method is known as –
BARS or Behaviorally Anchored Ratings Scales is a combination of the rating scale and critical incident technique.
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