Performance Appraisal MCQs 2026

Which statement about Behaviourally Anchored Rating Scales is correct

1. A pure guesswork ✓
2. B rating scales tied to specific behavioural examples ✓
3. C alphabetical names ✓
4. D random numbers ✓

A key aspect of Halo error in appraisal is that it involves

1. A perfect accuracy always ✓
2. B using multiple independent dimensions ✓
3. C one trait unduly influencing overall rating ✓
4. D calibration meetings ✓

In Performance Appraisal, Self-appraisal primarily means

1. A only manager without employee voice ✓
2. B no reflection ✓
3. C employee evaluating own performance as input ✓
4. D hidden from employee ✓

Which statement about Ranking method is correct

1. A identical rank for all always ✓
2. B ordering employees from best to worst performer ✓
3. C no comparison ✓
4. D alphabetical order ✓

Regarding Performance appraisal in Performance Appraisal, the accurate view is

1. A formal evaluation of employee job performance ✓
2. B ignoring performance entirely ✓
3. C paying everyone identically without review ✓
4. D no standards ✓

In Performance Appraisal, Graphic rating scale primarily means

1. A listing traits or performance dimensions with scale points ✓
2. B only pass-fail without dimensions ✓
3. C no job linkage ✓
4. D unrelated hobbies ✓

A key aspect of Critical incident method appraisal is that it involves

1. A documenting exceptional positive or negative events ✓
2. B ignoring all incidents ✓
3. C annual single comment only ✓
4. D no records ✓

Regarding Leniency error in Performance Appraisal, the accurate view is

1. A consistently rating employees too high ✓
2. B accurate tough ratings ✓
3. C forced distribution ✓
4. D calibration ✓

Performance Appraisal: Performance improvement plan can be defined as

1. A immediate termination without process ✓
2. B ignoring problems ✓
3. C structured plan to address unacceptable performance ✓
4. D no support or timeline ✓

A key aspect of Pakistan appraisal practice is that it involves

1. A importing foreign law only ✓
2. B ignoring documentation ✓
3. C aligning with company policy labour law and cultural norms ✓
4. D no probation review ✓

360-degree appraisal is best described as

1. A only janitor opinion ✓
2. B coin flip ✓
3. C feedback from supervisors peers subordinates and self ✓
4. D no criteria ✓

Which statement about Central tendency error is correct

1. A full use of scale range ✓
2. B avoiding extreme ratings clustering in middle ✓
3. C forced ranking ✓
4. D specific examples ✓

Recency error is best described as

1. A reviewing full period ✓
2. B keeping log throughout year ✓
3. C structured documentation ✓
4. D overweighting recent events ignoring earlier period ✓

In Performance Appraisal, Forced distribution primarily means

1. A requiring predetermined percentage in each rating category ✓
2. B no ratings at all ✓
3. C everyone identical top grade ✓
4. D random assignment ✓

A key aspect of Performance feedback is that it involves

1. A communicating appraisal results for improvement ✓
2. B never telling employee score ✓
3. C public humiliation only ✓
4. D no discussion ✓

Appraisal interview in the context of Performance Appraisal refers to

1. A scheduled discussion of performance and goals ✓
2. B no meeting ever ✓
3. C only written note without talk ✓
4. D surprise public announcement ✓

Which statement about Legal fairness in appraisal is correct

1. A biased subjective whim ✓
2. B nepotism only ✓
3. C hidden standards ✓
4. D documented criteria applied consistently without discrimination ✓

Continuous performance management is best described as

1. A feedback once per decade ✓
2. B no check-ins ✓
3. C ongoing feedback rather than annual event only ✓
4. D surprise only ✓

A key aspect of Paired comparison appraisal is that it involves

1. A comparing each employee with every other on criteria ✓
2. B single global guess ✓
3. C no pairs evaluated ✓
4. D dice rolling ✓

Management by Objectives is best described as

1. A no goals ever ✓
2. B setting specific measurable goals jointly with employees ✓
3. C secret goals unknown to worker ✓
4. D goals unrelated to job ✓