In the forced choice method the rater is forced to select statements which are readymade

Forced Choice Appraisal is a method of performance appraisal in which the rater has to make a forced choice between the available characteristics, about the employees. It is in the form of a survey questionnaire. In this method, different categories of performances are set; the proportion in each category need not be symmetrical. All the employees are places under any one of these categories.

The raters are given a set of multiple choice questions, from which they are to select one option and rate the employees. This list contains only positive or only negative set of choices of behaviors to choose from. This leads the employer to be in a situation in which, he/she is forced to choose only the negative or only the positive traits to attribute to the performance of an employee. Thus the supervisor, himself doesn’t know which is the best answer among the choices available.

Many companies use this method of appraisal as it is considered to be a less biased way of appraising an employee. The supervisor doesn’t have much of control over deciding whether the performance of an employee is good or bad.

It provides a realistic scenario of the performance of an employee, rather than biasness where only the good or the bad boxes are checked.

Example

The question may ask the rater to forcefully choose any one of the following options available:

• Takes up challenges eagerly

• Always comes up with a new idea

• Leads and shows proper direction to each of its team member

• Understand the problem and provides valuable alternative solutions to it

The supervisor will have to attribute any of the above categories to the performance of his/her employees. This is a difficult job and sometimes the employer is forced to make a decision which if not entirely, but closely relates to the behavior of his/her employee.

Hence, this concludes the definition of Forced Choice Appraisal along with its overview.

This article has been researched & authored by the Business Concepts Team. It has been reviewed & published by the MBA Skool Team. The content on MBA Skool has been created for educational & academic purpose only.

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Below given is MCQ in performance appraisal with answers. Performance appraisal is an interesting part in Human Resource Management. And it is a part of syllabus of HRM in almost all University. This MCQ in performance appraisal with answers which comes under HRM will be helpful for BBA, B.Com, MBA, MPM, MHRM and other students. This Objective type questions have become mandatory in almost all courses you can get benefit out of this.

1. A “______________” is a process of evaluating an employee’s performance of a job in terms of its requirements.

a. Performance Management b. Performance analysis
c. Performance appraisal d. Performance evaluation

(Ans. C)

2. ___________________ is the step where the management finds out how effective it has been at hiring and placing employees.

a. Performance Management b. Performance analysis
c. Performance appraisal d. Performance evaluation

(Ans. C)

3. Which of the below is not an objective of Performance appraisal

a. assessment of performance b. Measuring the efficiency

c. maintaining organisational control d. Designing Organisational goal

(Ans. d)

4. Performance appraisal aims at

a. goals of employees b. Goals of organisation c. both a & b d. Neither a nor b

(Ans. C)

5. Which of the following is not an aim of performance appraisal

a. Personal Development b. work satisfaction c. Training d. work satisfaction

(Ans. C)

6. _____________ is not a step of performance appraisal

a. Communicating standards b. comparing actual with standards

c. Discussing the results d. adjusting the standards

(Ans. d)

7. 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

(Ans. b)

8. 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

(Ans. a)

9. The actual performance is compared with the standard performance to

a. Identify the gap b. give them training c. improve performance d. all of the above

(Ans. a)

10. Communicating the ________________________ to the employees is necessary so that they can perform accordingly

a. Rewards b. standards c. awards d. targets

(Ans. b)

11. __________________ is to identify the strengths and weaknesses of employees to place right men on right job.

a. Recruitment b. Performance Appraisal c. Selection d. feedback

(Ans. b)

12. _________________ is not included in the advantages of Performance Appraisal

a. Compensation b. Communication c. Selection d. Motivation

(Ans. c)

13. 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

(Ans: d)

14. _______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.

a. Comparison method b. BARS c. Assessment Center d. 3600 degree

(Ans: c)

15. _________________ method is used to have a detailed evaluation of an employee from all the perspectives.

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a. BARS b. Assessment Center c. MBO d. 3600 degree

(Ans: d)

16. Which of the following is not a Performance Appraisal Biases

a. Halo effect b. Central Tendency c. Personal Biases d. Wrong survey

(Ans: d)

17. “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. Central Tendency c. Personal Biases d. Stereo Typing

(Ans: a)

18. “He is not formally dressed up in the office. He may be casual at work too!”. This is an example of ________________ bias in Performance Appraisal

a. Halo effect b. Central Tendency c. Horn effect d. Stereo Typing

(Ans: c)

19. First Impression in a performance appraisal bias denotes ____________________

a. Halo effect b. Primary effect c. Horn effect d. Stereo Typing

(Ans: b)

20. “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 is an example of ________________ bias in Performance Appraisal

a. Halo effect b. Central Tendency c. Horn effect d. Stereo Typing

(Ans: b)

21. “The person who was a good performer in distant past is assured to be okay at present also”. This is an example of ________________ bias in Performance Appraisal

a. Halo effect b. Central Tendency c. Horn effect d. Spill over effect

(Ans: d)

22. _____________________ evaluates whether human resource programs being implemented in the organization have been effective.

a. Performance appraisal b. Feedback c. Survey d. Exit interviews

(Ans: a)

23. The actual performance of an individual is measured in terms of its ________________

a. Input and output b. efficiency and effectiveness

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c. Returns to the organisation d. Business earned by him

(Ans: b)

24. This step of performance appraisal process finds out the deviation occurred in actual performance

a. Fixing standards b. Measuring actual performance

c. Communication of standards d. Discuss Appraisal With The Employee

(Ans: d)

25. The corrective actions in Performance include

a. Correct Deviations b. Change Standards c. Neither a nor b d. Both a & b

(Ans: d)

26. Administrative use of performance appraisal does not include

a. Feedback to employee’s b. supervision c. Training d. Transfer

(Ans: a)

27. Benefits of Performance Appraisal to the organisation does not include

a. Documentation b. Legal protection c. Motivation d. Motivation system

(Ans: c)

28. 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 method of performance appraisal is known as

a. Forced distribution b. Rating scale c. Forced choice d. Checklist

(Ans: c)

29. Modern method of performance appraisal does not include

a. BARS b. Assessment center c. MBO d. 360

(Ans: a)

30. The concept of MBO was developed by

a. Elton Mayo b. F.W. Taylor c. Peter Drucker d. Philip Kotler

(Ans: c)