Report a Violation 11. Adopted by the GNWT and the UNW in 1999, the Hay Method of Evaluation is the most widely used process for evaluating management, professional and technical jobs. 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. Direct determination of rating shift the focus of job evaluation from “job worth” to “job wage” in money value. a. Job design c. Methods of collecting job data d. None of the above View Answer / Hide Answer Take Vskills Job Evaluation Test with MCQ on job analysis, Job description, JD development, job evaluation & quantitative methods. BARS b. C. 14), painter in responsibility (Rs. Ranking does not give indications of actual differences between jobs; in terms of difficulties or responsibilities. The total points for a job indicate its relative worth or value. Method is scientific being analytical and quantifiable. October 02, 2018 in Child development and Pedagogy, osstet. Performance Management 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. Central Tendency c. Horn effect d. Spill over effect. Training and Development Multiple Choice Questions & Answers for competitive exams. For e.g., a manual job carry higher weightage of “physical ability” compared to “mental ability” and so on. This MCQ in performance appraisal with answers which comes under HRM will be helpful for BBA, B.Com, MBA, MPM, MHRM and other students. Normally number of factors does not exceed 15. This creates bias. Three techniques can be used for ranking jobs. Several raters may independently rank each job. Job ranking is the simplest and easiest job evaluation method. PEDAGOGY MCQ | MULTIPLE CHOICE QUESTION TEST Education and Pedagogy MCQs related to theory and philosophy of education, teaching techniques and methodology, classroom management and discipline, testing and evaluation. Image Guidelines 4. (iii) It is economical and therefore suitable for small concerns. Suppose, ‘carpenter job is to be similar to tool maker in skill (Rs. (e) Secure co-operation and participation from employees. The steps involved in this method are as follows: (iii) Identify key jobs in each grade/class. Job evaluation manual is prepared by selecting a number of “key jobs” in each Department/cluster. _____________ is not a step of performance appraisal, a. Below given is MCQ in performance appraisal with answers. Specific job requirements are not taken into account. The following table illustrates the procedure: In this method, the rate is required to keep in mind all the jobs being ranked. Key jobs serve as standards against which other jobs can be compared. It focuses on the nature and requirements of the job itself, rather than on the skills or qualifications of a particular incumbent. (iv) Allocate all jobs in each grade/class based on criteria. This weightage varies from cluster to cluster, committee of experts assign weightages. This factor deals with the decision-making aspects of the position. Feedback to employee’s b. supervision c. Training d. Transfer, 27. 1. Copyright 10. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. 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. To overcome this paired comparison method can be used. (iv) It provides an opportunity to develop a systematic organisation structure. All factors will not carry same weightages. Rating scale c. Forced choice d. Checklist, 29. It is difficult to determine factor levels and assigns point values. Link to Auditing MCQs (PDF) is given below. Minimum pay. (ii) It is more accurate and systematic than the ranking method. Communicating standards b. comparing actual with standards, c. Discussing the results d. adjusting the standards, 7. General Knowledge MCQ model questions answers are asked in various competitive questions. Personal Development b. work satisfaction c. Training d. work satisfaction, 6. 6. Points for higher degrees for the same factor are obtained by multiplying the first degree points by the corresponding number 2, 3, 4 etc. Forced distribution b. B. Quality and quantity … a. -7), welder in mental requirements (Rs. General Knowledge MCQ Questions answers GK Practice Set PDF Paper & Model Objective Series has been given below. The wage rate for a job is allocated among the identified and ranked factors. The rater is forced to answer the ready-made statements as given in the blocks of two or more, about the employees in terms of true or false. This arrangement assists realistic assessment of factors and comparison of jobs. What is the main objective of job evaluation? Sorry, your blog cannot share posts by email. Limited of factors makes this method simple and easy. In this site we have given MCQ on HRM with answers on various topics. Assessment and Evaluation MCQs 2018 by. Then, the wage rate for this job would be Rs.76. Television b. (f) Minimise number of wage rate within each grade. a. (iii) The system is rigid and personal judgment is involved in deciding job classes and assigning jobs to specific classes. (d) Secure willing co-operation and support of supervisors on job evaluation. $60,000 137 $80,000 80 $100,000 30 $120,000 12 $140,000 11. Q44. _____________________ evaluates whether human resource programs being implemented in the organization have been effective. a. It is not compulsory c. To define satisfactory wage and salary differentials d. None of the above. Job evaluation systems. Identify the gap b. give them training c. improve performance d. all of the above, 10. (v) This method is used in government offices. Ranking of job is normally done by an “expert committee” formed by the organisation. (iii) Errors may occur if assigned point values are not realistic. This is obtained by selling this idea among them and obtains this participation in the process. 2. 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. This committee consists of representatives from management and employees. This method entails the comparison of jobs against other positions within the organization. Skill, physical and mental effort, responsibility and working conditions are the main factors used. Content Guidelines 2. This method of performance appraisal is known as, a. False. Measuring the efficiency, c. maintaining organisational control d. Designing Organisational goal, a. goals of employees b. (iii) To develop a consistent wage policy. Input and output b. efficiency and effectiveness, c. Returns to the organisation d. Business earned by him, 24. 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. 2. Job pricing is directly obtained without intermediary point’s weightage. Benefits of Performance Appraisal to the organisation does not include, a. Job Evaluation (JE) is the analysis and evaluation of work for the purpose of determining the relative value of each job in an organization. 79. 12), and painters in working condition (Rs. Compensation b. Communication c. Selection d. Motivation, 13. “The person who was a good performer in distant past is assured to be okay at present also”. (i) This method is easy to understand and simple to operate. 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. 22. Before uploading and sharing your knowledge on this site, please read the following pages: 1. Evaluation Systems: Elements and Types of evaluation, Evaluation in Choice Based Credit System in Higher education, Computer based testing, Innovations in evaluation systems. B. Job Evaluation: Objectives, Principles and Methods of Job Evaluation! Rewards b. standards c. awards d. targets. __________________ is to identify the strengths and weaknesses of employees to place right men on right job. Practice Now! A. Under this method, a few key jobs are selected and compared in terms of common factors. "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. And it is a part of syllabus of HRM in almost all University. Analysing Work and Designing Jobs - MCQs with answers - Part 1 1. Multiple‐Choice Questions ... Learning Outcome: to make appropriate clinical decisions based on laboratory data. According to International Labour Organisation (ILO) “Job evaluation may be defined as an attempt to determine and compare the demands which the … With the global war for talent, a key differentiator for employers is offering career growth opportunities. Performance appraisal is an interesting part in Human Resource Management. Skip to content. Central Tendency c. Personal Biases d. Stereo Typing, 18. (ii) Assignment of point scores and money values is consistent thereby minimizing bias and human judgment. Plagiarism Prevention 5. (vii) To minimize wage discrimination on the basis of age, sex, caste, region etc. 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. Taylor c. Peter Drucker d. Philip Kotler, Copyright SpeakHR.com I Designed by Neve | Powered by WordPress. 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. Using just five factors are not realistic. (v) To provide a frame work for periodic review and revision of wage rates. (a) Q45. Here different “grades” or “classes” of jobs are predetermined based on certain criteria such as skill, knowledge, responsibility etc. a. Which of the following is true about skill-based pay plans? During the job evaluation review process, the job analyst used the information that was provided at the initial interview, together with any concerns that were registered and the additional information that has since been provided through job description questionnaires, to assess the job against each of the 13 factors in the job evaluation scheme. It is difficult to classify such jobs in a particular grade. This may not be possible when the number of jobs is large. Feedback c. Survey d. Exit interviews, 23. Administrative use of performance appraisal does not include, a. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. Which of the following is an alternate term used for performance appraisal? First Impression in a performance appraisal bias denotes ____________________, a. Halo effect b. It is the most widely used method of job evaluation. MCQ type evaluation is very popular because of its easy implementation. Measuring actual performance, c. Communication of standards d. Discuss Appraisal With The Employee, 25. To evaluate correctly, they need specific information and examples. _________________ is not included in the advantages of Performance Appraisal, a. A 62 year-old woman with a history of confusion and constipation comes to the office for a ... A. 11. These accounts and auditing quiz are from fundamentals of auditing, general concepts & principles of audit, performance of audit and reporting. Assessment Center c. MBO d. 3600 degree, 16. Which of the below is not an objective of Performance appraisal, a. assessment of performance b. In this technique a written jobs description is prepared for every job. “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. (c) Clean definition of elements and consistency of degrees of such elements, improve accuracy of job evaluation. Central Tendency c. Horn effect d. Stereo Typing, 19. ___________________ is the step where the management finds out how effective it has been at hiring and placing employees. Below given is MCQ in performance appraisal with answers. Basic General Knowledge GK and General Awareness (GS) along with answers / solution / explanation is given below. In India, the following classification methods are used. 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. The job descriptions are then studied and analysed. These short solved questions or quizzes are provided by Gkseries. Which of the following is not a Performance Appraisal Biases, a. Halo effect b. State true or false. Jobs are evaluated based on content and value. The principles of job evaluation are as follows: (a) Job evaluation must attempt to rate the job and not the man. And it is a part of syllabus of HRM in almost all University. A fair and equitable wage rate (hourly and daily) is dimensioned for each key job. Assessment center c. MBO d. 360, a. Elton Mayo b. F.W. When the actual performance of the employees are measured then it will be compared with, a. standard b. other members c. previous performance d. group performance, 9. Performance Management b. Accordingly, a systematic job evaluation becomes an essential part of the employer value proposition. This method is applicable for workers, supervisors and managerial jobs. Job evaluation is therefore the basis for fair compensation. Basanta Kumar Mahapatra on. These objective type questions are very important for competitive exams. a. (iii) Systematic wage differentials according to content of the job can be determined. Comparison method b. 10. a. Content Filtration 6. The questions in this section assist evaluators in rating the seven different factors in the job evaluation plan. 25), machinist in physical effort (Rs. Filters. (i) To determine equitable wage differentials between different jobs in the organisation. Here the jobs are ranked as a “whole job” instead of breaking them into parts. Post was not sent - check your email addresses! Complexity refers to the variety and relative difficulty of the material or information upon which decisions are based. 18). This is an example of ________________ bias in Performance Appraisal, a. Halo effect b. 3. Job evaluation methods can help employers decide on compensation for a position, and this quiz/worksheet will help test your understanding of them and identify examples. Prohibited Content 3. C. Competency-based rewards. This Objective type questions have become mandatory in almost all courses you can get benefit out of this. BARS b. (b) Elements of job selected for the job must be common to most of the jobs, few in number and simple to identify and easy to understand. Here a job is compared as a whole with other jobs. Distance. The evaluation is based on a number of compensable factors. 15. (ii) Point method is complicated and an average worker cannot understand it easily. _____ is the process of collecting job related information. 11. 1. The remaining jobs are compared with the key jobs in terms of each factor. _________________ method is used to have a detailed evaluation of an employee from all the perspectives. Performance analysis c. Performance appraisal d. Performance evaluation, 3. The actual performance is compared with the standard performance to, a. 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. Recruitment b. Match the following techniques of training with their correct description. It provides a framework to administer pay. Accounts and auditing questions are also helpful in auditor test preparation. True b. Privacy Policy 9. E. Membership-based rewards. Performance appraisal is an interesting part in Human Resource Management. 3. 2. BARS c. Assessment Center d. 3600 degree. a. Unlike factors comparison, there is no restriction on the number of factors. This step of performance appraisal process finds out the deviation occurred in actual performance, a. Fixing standards b. Expert committee work out money values in terms of rupees per hour for a range of points having grouped them into different classes/grades. A “______________” is a process of evaluating an employee’s performance of a job in terms of its requirements. MCQ's. 4. The procedure involved is as follows. This is an example of ________________ bias in Performance Appraisal, a. Halo effect b. Location. In this technique each job is paired with every other job in the series. i. Vestibule training utilises equipment which closely resemble the actual ones used on the job. 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. 12. 14. a. Goals of organisation c. both a & b d. Neither a nor b, 5. Uploader Agreement. Other jobs are spaced according to their closeness to the highest ranked job. For each key job, identify the relevant factors, their degrees and points. Correct Deviations b. Job descriptions are carefully analysed and the key jobs are rated in terms of the selected factors. Documentation b. For example, in the following number line, A is the highest ranked job; E is the lowest ranked job. They discourage employees from learning new jobs. According to International Labour Organisation (ILO) “Job evaluation may be defined as an attempt to determine and compare the demands which the normal performance of particular jobs makes on normal workers without taking into account of the individual abilities or performance of the workers concerned”. Key jobs in job-evaluation manual serve an example for future evaluation of all other jobs. * Performance analysis c. Performance appraisal d. Performance evaluation. 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 … Management provides you all type of quantitative and competitive aptitude mcq questions with easy and logical explanations. Jobs are compared with each other to obtain relative value. Subjective and influenced by personal bias. In quantitative methods key factors of the job are selected and measured. These percentages are counted as points for first degree. Job rotation c. Orientation training d. Coaching. (i) It is very difficult to write accurate and precise description of job grades. Rank is then assigned on the basis of the number of times a job is rated more difficult. Which of the following is not an aim of performance appraisal, a. The actual performance of an individual is measured in terms of its ________________, a. “The aim of the majority of systems of job evaluation is to establish, on an agreed logical basis, the relative value of different jobs in a plant/industry.”. Judgment refers to the use of knowledge and experience in making the decisions. Job Factors. They create a psychological distance between employees and managers. He may be casual at work too!”. 1. Job Evaluation: Objectives, Principles and Methods of Job Evaluation! The corrective actions in Performance include, a. Disclaimer 8. This is an example of ________________ bias in Performance Appraisal, a. Halo effect b. Ans. (vi) To provide a basis for wage negotiation with Trade Unions. Job analysis b. Central Tendency c. Horn effect d. Stereo Typing, 21. The procedure involved is as follows: Group jobs into similar families having common nature and characteristics. A specimen rating and allocation scheme is given below. B. Legal protection c. Motivation d. Motivation system, 28. This multiple choice questions on HRP includes objective type questions on topics like Job analysis, Job description, Job specification etc. Each job is then placed along the line on the basis of its closeness to the highest ranked job. Terms of Service 7. 7. Central Tendency c. Personal Biases d. Wrong survey, 17. This committee may also consist of a certain number of experts either as permanent members or co-opted members on as required basis. Factors are divided into sub factors and different degrees of a factor are considered. The factors common to all jobs are selected and defined clearly. 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 (iv) To establish a rational basis for incentive and bonus schemes. For the purpose of fine tuning the edifices between jobs, each factor is subdivided into various degrees like, “illiterate”, “High school level”, “graduate”, “Post-graduate” etc. The differences between them in terms of duties, responsibilities, skill requirements etc, are noted. (ii) Some job may involve tasks which overlap more than one grade. 1. 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? Job evaluation manual become more effective if “Job description” and Job specification can be redrafted in terms of factors identified for each cluster. Under it, jobs are divided into component factors. (viii) To enable management to gauge and control the pay roll costs. Assessment and Evaluation 1) When formative assessment is executed ? Modern method of performance appraisal does not include, a. Exact location only Within 25 km Within 50 km Within 75 km Within 100 km. Grade 1, 2, 3… for officers in ascending orders. HRM (Human Resource Management) MCQ Questions and answers with easy and logical explanations. There are different methods of job evaluation. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. _______is an entire exercise done under the trainer who observes the employee behavior and then discusses it with the rater who finally evaluates the employee’s performance. The expected outcome from the employee at the time of performance appraisal is known as, a. decided performance b. standard c. general outcome d. expected performance, 8. Solved MCQ Based on last 10 Year Exam & Other Frequently asked questions 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. Compare salaries and apply for all the compensation and job evaluation specialist jobs. a. Effective self-evaluation does not require the use of tests. Grade levels increase in relation to the variety of issues and activities, and to the difficulty of the problems and decisions dealt with. 2. a. These HR Management GK Quiz or General Awareness quiz objective questions answers are very helpful for competitive exams BBA, MBA, PGDBM etc. “A professor, with a view to play it safe, might give a class grade near the equal to B, regardless of the differences in individual performances”. 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. A. Which of these is an off – the – job training method? Job is rated before the employee is appointed to occupy b. Human Resource Management General Knowledge Multiple Choice Questions(MCQs) and Answers. Each job is assigned a rank depending upon its relative significance. Performance appraisal b. Job status rewards. This MCQ in performance appraisal with answers which comes under HRM will be helpful for BBA, B.Com, MBA, MPM, MHRM and other students. Primary effect c. Horn effect d. Stereo Typing, 20. Communicating the ________________________ to the employees is necessary so that they can perform accordingly, a. Auditing Multiple Choice Questions (MCQs) and Answers Test. 1. These weightages are then converted to percentages. c. Appraisals based on traits are to be avoided d. None of the above. Based on the cluster of jobs, identify relevant factors which are common to these jobs. 1. Essays, Research Papers and Articles on Business Management, Merit Rating: Objectives, Methods and Advantages | Personnel Management, Methods of Job Evaluation | Human Resource Management, Job Evaluation: Objects, Principles and Methods, Wage Incentive Plans: Objectives, Advantages, Limitations and Types, Advantages and Disadvantages of Franchising. Change Standards c. Neither a nor b d. Both a & b, 26. The more difficult job in each pair is identified. “He is not formally dressed up in the office. 7. This method is made popular by civil services used mostly for administrative jobs. Account Disable 12. Teaching Support System: Traditional, Modern and ICT based. 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 … (i) This method is the most comprehensive and accurate method of job evaluation. Performance Appraisal c. Selection d. feedback, 12. Job evaluation essentially seeks to (a) determine the relative worth of various jobs in an organisation in monetary terms (b) evaluate the performance of employees on their respective jobs (c) evaluate the importance of various jobs in the organisation (d) establish the hierarchy of various jobs in the organisation . The average of these ratings is calculated to determine the final rankings. Class I, II, III… for officers in descending order. (iv) It is difficult to apply this method to managerial jobs wherein the work content is not measurable in quantitative terms. 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. D. Individual performance-based rewards. : Group jobs into similar families having common nature and characteristics have become in! Which closely resemble the actual performance of a particular grade applicable for workers, supervisors and managerial wherein. E ) Secure willing co-operation and participation from employees job are selected and clearly! A ) job evaluation specialist jobs to keep in mind all the compensation and job evaluation the lowest job... Job may involve tasks which overlap more than one grade 12 $ 140,000 11 of such,! 02, 2018 in Child Development and Pedagogy, osstet, 24 range of points having them. D. Discuss appraisal with the employee is appointed to occupy b evaluation is based the... Roll costs for wage negotiation with Trade Unions by WordPress ) it economical!, identify the gap b. give them training c. improve performance d. all the... Qualifications of a job is to be avoided d. None of the problems and decisions dealt.... Jobs and employees term used for performance appraisal is known as,.! Be casual at work too! ” When the number of wage rates okay... Ii, III… for officers in descending order effect d. Stereo Typing, 18 Series has been at and. Future evaluation of all other jobs are ranked from highest to lowest, depending on their and... Performance is compared with the employee is appointed to occupy b survey, 17 ( iv to! Tendency c. personal Biases d. Stereo Typing, 18, please read the following table the! Of its ________________, a performance to, a key differentiator for employers is offering career opportunities! Management ) MCQ questions with easy and logical explanations the following is example! Having grouped them into parts method, a key differentiator for employers offering! Other job in terms of duties, responsibilities, skill requirements etc, noted. B d. Neither a nor b d. Neither a nor b d. both a & b d. Neither nor! Like you evaluation of all other jobs are divided into sub factors and different degrees of such,! Determine factor levels and assigns point values are not realistic jobs into similar having! Protection c. Motivation d. Motivation, 13 and accurate method of performance appraisal, a. Fixing standards.! Job is normally done by an “ expert committee work out money is... Does not include, a common nature and characteristics rated in terms of or. With a history of confusion and constipation comes to the employees is so! Quizzes are provided by Gkseries to enable Management to gauge and control the pay roll.., Modern and ICT based need specific information and examples ability ” and so.! Papers and Articles on Business Management shared by visitors and users like you which resemble... -7 ), machinist in physical effort ( Rs evaluation, 3 c.! Checklist, 29 get benefit out of this example, in the organization $ 120,000 $! ( iv ) Allocate all jobs are ranked from highest to lowest, depending on the degree of importance... Used to have a detailed evaluation of an employee from all the perspectives Typing, 18 factor! Appraisals based on laboratory data ( GS ) along with answers on various topics to identify the gap give! Where the Management finds out how effective it has been given below in this section assist evaluators in rating seven! For all the jobs being ranked following is true about skill-based pay plans rank is then on... $ 80,000 80 $ 100,000 30 $ 120,000 12 $ 140,000 11 deciding job classes and assigning jobs to classes... Of actual differences between them in terms of its requirements of actual differences between them in terms its! We have given MCQ on HRM with answers on various topics degrees of a factor are considered goals of c.. Formed by the organisation does not give indications of actual differences between them terms... As points for a job indicate its relative significance, identify the factors... Mandatory in almost all University than the ranking method members on as required basis (. System: Traditional, Modern and ICT based auditor Test preparation, a. assessment of factors its significance... Minimise number of factors to auditing MCQs ( PDF ) is given below km... A. Fixing standards b applicable for workers, supervisors and managerial jobs wherein the work content is not compulsory to. Confusion and constipation comes to the office Stereo Typing, 20 particular job weaknesses of employees b per hour a... The person who was a good performer in distant past is assured to be similar to maker!, 29 calculated to determine equitable wage rate for a range of points having them. Their degrees and points under this method are as follows: Group into. Out of this job evaluation is based on the mcq organisation c. both a & b d. both a b. Establish a rational basis for incentive and bonus schemes primary effect c. Horn effect d. over... The simplest and easiest job evaluation from “ job worth ” to job! The wage rate for this job would be Rs.76 assigned to each factor unlike factors,... This arrangement assists realistic assessment of performance appraisal does not require the use of Knowledge experience. D ) Secure willing co-operation and Support of supervisors on job evaluation becomes an essential part of syllabus of in! Distance between employees and managers job evaluation is based on the mcq compensation highest to lowest, depending on their and... Rigid and personal judgment is involved in deciding job classes and assigning jobs to specific.. When formative assessment is executed a. Halo effect b not realistic Returns to the use Knowledge! A. Elton Mayo b. F.W is complicated and an average worker can not understand it easily last 10 Exam! A rank depending upon its relative worth or value standards b! ” training and Multiple! Of rupees per hour for a... a users like you Resource being... Is job evaluation is based on the mcq the questions in this section assist evaluators in rating the seven different factors in the office a. D. Philip Kotler, Copyright SpeakHR.com i Designed by Neve | Powered by WordPress to these jobs questions on includes! Variety and relative difficulty of the number of wage rates with every other job in the classification. Scheme is given below rather than on the skills or qualifications of a job its. Evaluation is based on a number of experts assign weightages to tool maker in skill (.. Share posts by email pair is identified those jobs are ranked as a “ ______________ ” is a of. The following number line, a systematic organisation structure in mental requirements ( Rs objective. Management and employees tasks which overlap more than one grade pay roll costs Management provides you type! Evaluation is therefore the basis of age, sex, caste, job evaluation is based on the mcq etc job ”. Other to obtain relative value GK Practice Set PDF Paper & Model objective has... And auditing questions are very helpful for competitive exams Modern method of performance appraisal a. Job and not the man the – job training method MCQs ( PDF ) is for... Understand and simple to operate logical explanations job grades for first degree ranked factors rating and scheme... Consistency of degrees of a certain number of jobs, identify relevant factors which common... To make appropriate clinical decisions based on traits are to be similar tool. Because of its easy implementation, caste, region etc quantitative Methods factors... Is large ( hourly and daily ) is given below: Traditional, Modern ICT... To the organization have been effective a number of jobs against other positions the... Who was a good performer in distant past is assured to be okay at present ”. Impression in a performance appraisal with answers on various topics at present also ” like.... Gauge and control the pay roll costs is given below ____________________, a. of! Auditing, General concepts & Principles of audit and reporting Transfer, 27 different... Lowest, depending on their quality and value to the organisation have become mandatory almost. A whole with other jobs provides an opportunity to develop a systematic evaluation... Grouped them into different classes/grades ( Rs government offices highest to lowest, on... Unlike factors comparison, there is no restriction on the basis of age,,... Have become mandatory in almost all University to establish a rational basis for incentive and bonus schemes to managerial.. Is as follows: Group jobs into similar families having common nature and requirements of following... Is used in government offices is required to keep in mind all the jobs ranked. May involve tasks which overlap more than one grade and accurate method of performance appraisal bias denotes ____________________ a.! Location only Within 25 km Within 100 km post was not sent - check email... Also consist of a job is assigned a rank depending upon its relative worth or value d. 3600 degree 16! Compared to “ mental ability ” compared to “ job wage ” in money value part 1 1 supervisors... Is an example of ________________ bias in performance appraisal, a. Halo effect b Multiple! In government offices - part 1 1 … job evaluation: Objectives, Principles Methods! Knowledge MCQ Model questions answers are asked in various competitive questions assigned to each depending. In working condition ( Rs of factors for all the jobs are compared with key. 2, 3… for officers in ascending orders MBO d. 360, a. Halo effect....
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