TALENT AND PERFORMANCE MANAGEMENT

MCQS ALONG WITH ANSWER KEY

(100)

1. The coordination of workforce acquisition is the futile part of

a. phased retirement b. pre-retirement counseling c. talent management d. modifying selection procedure.

2. The “total quality management” is an example of :

a. human process intervention b. techno structural interventions c. strategic intervention d. HRM
interventions

3. Showing employees their performance graphs and qualitative data is an example of :

a. performance feedback b. performance appraisal c. appraisal system d. appraisal feedback

4. In setting SMART goals, “T” stands for

a. timely b. tricky c. transparent policies d. none of above

5. In career development focus, matching the job and individual competencies is the part of
a. training and development b. performance appraisal c. recruiting and placement d. compensation and
benefits

6. The people having careers as school administrator can be classified as

a. social b. conventional c. career anchors d. artistic

7. The career stage, in which the person age is between 45 and 65 is concluded as :
a. exploration stage b. growth stage c. midcareer crisis sub stage d. maintenance stage

8. Verification of deficiencies in performance to determine training or job rotation is called

a. need analysis competency model b. competency model c. task analysis d. performance analysis

9. The people having “social work” as their careers are classified as

a. realistic orientation b. investigative orientation c. social orientation d. artistic orientation

10. Offering flexible part-time work, to retirement age senior employees is a technique to
a. keep retirees b. keep employees c. retirement benefits d. talent management

11. Mostly the employees’ promotion decision is based on

a. performance appraisal b. training results c. hiring tests d. in-house development
12. The first step in training process is
a. need analysis b. instructional design c. implement d. evaluate

13. The competency – based – job –analysis means defining the job in terms of
a. measureable competency b. behavioral competency c. observable competency d. all of above

14. The persistent failure for performing duties to meet job standards is categorized as
a. unsatisfactory satisfaction b. insubordination c. misconduct d. lack of qualifications

15. Information about specific salary and wage rate for particular job is the part of
a. salary survey b. market survey c. equity survey d. HR survey

16. Supervisors should provide employees with feedback, development, and incentives necessary to help
employees eliminate performance deficiencies or to continue to perform well.
a. True b. False

17. Rewards offered to labors involved in production, are categorized as:

a. salary b. fringe benefits c. wage d. commission

18. Who is in the best position to observe and evaluate an employee's performance for the purposes of a
performance appraisal?
a. Peers b. Customers c. Top management d. Immediate supervisor

19. The S in the acronym for SMART goals stands for

a. Specific b. Straightforward c. Strategic d. Source

20. The M in the acronym for SMART goals stands for:

a. moderate b. measurable c. meaningful d. merit

21. The A in the acronym for SMART goals stands for .

a. actionable b. appropriate c. attainable d. attitude

22. The loss of customer contacts , the break-in-time of employees and unfamiliarity with products of
organization are classified as
a.seperation costs b. productivity costs c. training costs d. hiring costs

23. The recruiting expense, relocation costs and employment testing costs are classified as
a. separation costs b. productivity costs c. training costs d. hiring costs

24. When employees are engaged, they demonstrate which of the following:
a. motivation, happiness and eagerness b. burnout, stress and exhaustion
c. vigour, dedication and absorption d. satisfaction, contentment and commitment
25. New employees are more likely to leave an organization.2
a. when the new starter realises the job was oversold to them at the interview
b. when the new starter realizes they are unable to perform at the level required of them
c. when the new starter realizes that the organizational culture is different to what they are used to and they
simply do not fit
d. all of the above

26. Organizations which focus on the link between employee engagement and induction, turnover and
retention are more likely to:1
a. look towards expanding the business to international markets
b. increase the overall competitiveness and success of the business
c. have high levels of underperforming staff
d. have high levels of turnover

27. Employee engagement is:

a. a narrower concept than work engagement in so far as it includes not just the relationship of the employee to
their work but also their relationship with the organization itself
b. a broader concept than work engagement in so far as it includes not just the relationship of the employee
to their work but also their relationship with the organization itself
c. a narrower concept than work engagement in so far as it includes the relationship between co-workers and the
employee
d. a broader concept than work engagement in so far as it includes the financial rewards paid to an employee

28. Onboarding refers to:

a. the mechanism through which new employees acquire the necessary knowledge, skills and behaviours to
become effective organizational members and insiders
b. bringing employees on to the board of management of an organization
c. taking new employees on an excursion with other new starters to get to know each other
d. showing a promotional video to all new starters

29. While_____ reaches a tremendous number of people, it also generates many unqualified candidates for jobs
a. the company website b. the internet c. employee referrals d. college recruiting

30. As a source of potential job candidates, ________ generates the best referrals, because a good referral reflects
on the source of recommendation
a. the company website b. the internet c. employee referrals d. professional recruiting organizations

31. A good interviewer would ask__________

a. “What type of work have you done before?”
b. “Do you own your own home?”
c. “Do you have a physical disability that would prevent you from doing this job?”
d. “Have you ever filed a workman’s compensation claim?”

32. What is defined as the sequence of positions held by a person during his or her lifetime?
a. job b. career c. boundaryless career d. high- performance work practices

33. Talented people managed to be managed in the following manner:

a. they need to be led b. they need constant recognition
c. they need talented leaders d. they do not want to experiment and fail

34. Modern succession planning is often:

a. Rather secretive and only known to a few b. More reactive than pro-active
c. HR driven and owned d. Applicable to all levels and all key positions

35. Talent cannot be identified through:

a. Performance data b. Client feedback c. Job interviews d. Qualifications

36. Talent identification should:

a. Focus on the top 10% of the workforce b. Assume that everyone has talent
c. Be HR’s responsibility d. Consider staff’s willingness to learn and grow

37. The following is important when applying talent management:

a. It can only be assessed through objective assessments b. Talent is always evident
c. Performance & potential should be used as predictors of talent d. Potential is indicated by cognitive power
and ability

38. Most organisations:

a. Will have the same skills requirements for jobs in the future as jobs do not change much
b. Experience a more disengaging workforce who are less loyal
c. Are effective in measuring performance and productivity
d. Have effective and pro-active talent management strategies

39. In general organisations experience:

a. Longer recruitment cycles due to scarcity of talented resources
b. That successful talent management focuses on the A-players in the company
c. That employer-brands does not significantly affect talent attraction and retention
d. That talent management is all about quality of people and the quantity of good people.

40. What is the process of finding and retaining the most qualified employees to help a company reach its goals?
a. Project management b. talent management c. employee management d. recruitment management
41. Before talent management specialists search for a candidate, they need to know what position they are filling.
What is the first step in the talent management process?
a. Prepare b. Know challenges c. Search d. select

42. Organisations must develop their talent at all levels and weave it into the _________.
a. strategy b. policies c. culture d. structure

43. In the _______________, a compensation range is specified and companies stay within this range.
a. Old talent mindset b. Old recruiting strategies c. New talent mindset d. New recruiting strategies

44. Which one of the following is applicable to the new talent mindset?
a. HR is responsible for people management b. Taking bold actions to build the talent pool
needed
c. Doing a two-day succession planning exercise once a year d. Working with the people inherited by the
organization

45. Which of the following is not one of the ”four pillars” of talent management systems?
a. Performance management b. Business Intelligence c. Recruitment d. Learning tools

46. In which area has social had the greatest impact on talent management systems?
a. Performance management b. Compensation management c. Learning d. Recruitment

47. The competencies or skills that a firm employs to transform inputs into outputs are:
a. tangible resources b. intangible resources c. organizational capabilities d. reputational resources

48. What is meant by the phrase CSR?

a. Corporate social responsibility b. Company social responsibility
c. Corporate society responsibility d. Company society responsibility

49. What does the importance of ethical behavior, integrity and trust call into question?
a. the extent to which managers should attempt to change the underlying beliefs and values of individual
followers
b. Who does what
c. What we do next
d. None of these

50. What is ethics to do with?

a. the wider community b. business c. right and wrong d. nothing

51. A(n) _____ is a problem, situation, or opportunity requiring an individual , group, or organization to choose
among several actions that must be evaluated as right or wrong.
a. Crisis b. ethical issue c. indictment d. fraud

52. To be successful , business ethics training programs need to:

a. focus on personal opinions of employees
b. be limited to upper executives
c. educate employees on formal ethical frameworks and models of ethical decision making
d. promote the use of emotions in making ethical decisions

53. In a recent survey, what was the top attraction for empoloyees to jobs and organizations?
a. Flexible working hours b. Workplace culture c. Holiday entitlement d. Location of work

54. According to experts, what is the top attribute employers are looking for?
a. Specific technical skills b. Qualification c. Generic skills d. Motivation/ Attitude

55. The recruitment and selection process aimed at right kind of people:
a. at right place b. at right time c. to do right things d. all of the above

56. In talent management end to end process, workforce compensation management leads to:
(a) succession planning (b) performance management (c) learning management systems (d) e-recruiting

57. Process of attracting, selecting, training and promoting employees through a particular firm is called:
(a) phased retirement (b) preretirement counseling (c) talent management (d) modifying selection procedure

58. Professional competence and consistency is exhibited by:

(a) effective mentors (b) performance manager (c) appraisal manager (d) professional training

59. Modifying selection procedures for senior employees is a step towards:

(a) keeping retirees (b) keeping employees (c) retirement benefits (d) talent management

60. In the new era employees are looking for work that provides _______ and is _________
(a) stability, highly remunerated (b ) variety, interesting (c) opportunities, challenging (d) challenges, complex

61. Which of the following is NOT consistent with employee engagement?

(a) Emotional connection to work (b) Being committed to the job
(c) A willingness to go above and beyond the call of duty (d) Taking sick days

62. Which of the following is not one of the 3 Key Drivers of Employee Engagement?
(a) Relationship with direct manager (b) compensation (c) belief in senior leadership (d) pride in working for
company

63. Kind of interviews taken place in organizations to ask about possible reasons leads to job turnover are classified as:
(a) employee firing interviews (b) transfer interviews (c) termination interviews (d) exit interviews

64. Exit interview time, expenses of unemployment and legal fees of challenged separations are classified as:
 (a) training costs (b) hiring costs (c) separation costs (d) productivity costs

65. Which employee age group is more often less engaged?

(a) 30-39 (b) 40-49 (c) 50-59 (d) 60+
66. Companies with engaged employees out-perform those without engaged employees by:
(a) 50%-100% (b) 100%-150% (c) 150%-200% (d) 200%-250%

67. Disengagement is higher among post graduates than college graduates or those with a high school diploma
(a) True (b) False

68. The generation of people born between the years 1980 to 1990 are classified as
a. matures b. baby boomers c. generation X d. generation Y

69. The mentoring by employees deals with

a. longer span of time b. Shorter span of time c. Resetting salary schedules d. salf-managing teams

70. People choosing career as a “managers” belongs to

a. enterprising orientation b. Investigative orientation c. Social orientation d. conventional orientation

71. An informal employee-manager refers to

a. social recognition program b. Performance feedback c. Non-financial rewards d. financial rewards

72. When the person’s performance in an interview is neither satisfactory nor correctable
a. satisfactory-promotable interview b. unsatisfactory- correctable interview
c. satisfactory- not promotable interview d. unsatisfactory- uncorrectable interview

73. A cycle that starts from first job to promotion until retirement is called
a. career management b. career management life cycle c. On boarding d. performance management

74. The advancements in position with the increased responsibility is called

a. promotions b. transfers c. reality shock d. formal training

75. The “Silk Road Technologies” talent management systems includes

a. applicant tracking b. on boarding c. performance management d. all of above

76. The coordination of several human resource activities is required in

a. talent management b. phased retirement c. preretirement counselling d. modifying selection procedure

77. The document that consists of all the ethical standards that employer expects from employees is classified as
a. descriptive code b. procedural code c. distributive code d. ethics code

78. Managing workforce diversity is an example of :

a. human process intervention b. techno structural interventions c. strategic intervention d. HRM interventions

79. Offering flexible part-time work, to retirement age senior employees is a technique to
a. keep retirees b. keep employees c. retirement benefits d. talent management

80. Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting ,
developing, managing and compensating employees?
a. job analysis b. HR alignment c. talent management d. strategic planning
81. In an effective talent management system, an employee’s performance appraisal would initiate training and development
opportunities.
a. True b. False

82. Effective talent management focuses on developing employee competencies that align with strategic goals
a. True b. False

83. Identifying the right people in rival companies, offering them better terms and luring them away is popularly called as
a. Competition b. Acquisition c. Poaching d. None of the above

84. When the employee’s high expectations confront the reality of the boring job, it is called
a. promotions b. transfers c. formal training d. reality shock

85. The “strategy” that employees seek for interesting jobs and greater advancement opportunities, is known as
a. transfers b. promotions c. reality shock d. formal training

86. The ________ function in talent management is concerned with providing a work environment which is conductive to
the employees and nurturing them to make them feel committed and attached to the organization.
a. Development b. retention c. motivation d. acquisition

87. What is meant by the term HPWS?

a. high performance wages system b. high pressure work system
c. high performance work system d. high performance work scenario

88. What is meant by a “golden hello”?

a. cash lumpsum promised to people who refer a friend
b. cash lumpsum promised to people who stay on in the organization
c. cash lumpsum promised to people leaving the organization
d. cash lumpsum promised to new recruits

89. What is meant by WERS?

a. worker employee relations survey b. workplace employment relations survey
c. worker employer relations survey d. workplace employment relations statistics

90. Can the assessment and selection of applicants be carried out in such a way that the ”best” or “right” person will always
be identified?
a. Yes b. If enough money is invested in the process
c. No d. if managers use their intuition or “gut reaction “in making recruitment decisions

91. Promotion is basically a reward for

a. efficiency b. seniority c. physical fitness d. retention

92. Career path planning is affected by

a. employee preference b. employee requirements
c. employee preference/employees requirement and structure of the organisation d. both (a)+(b)

93. Which of the following factors does not boosts employee engagement?
a. continuously influencing company culture b. rewarding suitable employee
c. none of these d. support positive values

94. Why are employees interested in employee engagement?

a. to encourage employees to trust their managers
b. to make a quick profit
c. because engaged employees are more motivated and prepared to give of their best to make the firm succeed
d. To make employees work harder for less
95. Benefits of talent management include:
a. a reduction in the recruitment cycle b. creating a competitive advantage
c. improved client relations & retention d. both (b) and (c)

96. Key factors in skills development and talent management are:

a. a broad definition of talent to ensure inclusivity b. compliance with the EE act
c. finding a balance between staff development & making staff more employable d. both (a) and (c)

97. What is the main reason employers give why employees are not fully proficient?
a. lack of experience b. overqualified c. lack of numeracy skills d. lack of literacy skills

98. Which of the can be arranged into a 5-letter English word?

a. HRGST b. RIBSA c. TOOMT d. WQRGS

99. Which of the following is the best term to describe people who guide and suggest suitable learning experiences for their
protégés?
a. line managers b. human resource directors c. coaches d. mentors

100. Which of the following is the best definition of a learning organization?

a. an organization in which the managers are encouraged to develop
b. an organization which does a lot of training on an ad hoc basis
c. an organization which facilitates the learning of all its members and continuously transforms itself
d. an organization which facilitates the learning of all its members in order to preserve the status quo
 CASE STUDY : 1

Modern machining works is a manufacturing unit with total strength of 50 workers grouped in a few sections or
departments . Ram rao deshmukh is working there for the last twenty five years as a technician in Section (I). He
knows all the activities there. He is sincere and efficient.
Considering all this, company made him Production officer in-charge for his Section (I) and Section (II). Initially
he felt satisfied and rewarded. But later on he started feeling difficulties. While he was confident about all aspects
of Section (I) i.e. men, machines, processes, he was not familiar with Section (II) which made him feel inferior.
Also, Section (II) was on upper floor. Running about and going up and down made him tired. As such he started
remaining in Section (I) only on the pretext of some urgent work. Also he started remaining absent under the
excuse of sickness.
His happiness on account of promotion was fading out.

Q.No.1. Should Ram rao decline the promotion and request the management to let him resume his earlier position?
Q.No.2. Should the production manager follow recent trend of employing only highly qualified persons?
Q.No.3. What should be the approach of Ram rao for success?