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Section A Multiple choice Questions 20 Marks Question 1 1.1 Donna is a telephone saleslady who selslide murance over the phone. She is obliged to maketty phone calls each day and sell at least one policy per day. Which performance appraisal method would be most appropriate in Dona's case? a Category rating methods b. Critical incidents Ranking d. Work standards 12 M Thabaseng in the HR Manager of The Company and hea buty went the yearly performance appraisal process. He is an outcome-driven manager and is focused on what was accomplished or produced rather than how it was accomplished or produced. Which type of performance criteria is he focused on? a Trait-based criteria b. Behaviour-based cheria c. Results or outcome-based criteria d. Personality-based cheria 1.3 Michael was appointed as a che in a large restaurant. He has been performing below standard, messing up orders, burning food and taking too long with preparation of the food. You are the owner of the restaurant, and you want to determine what the reason for Michelspoor performances. The first step in this process of performance analysis would be to define employee expectations. What would the second step be? a identifying personal circumstances b. Identifying performance barriers cenifying causes of the poor performances d. Identifying working relatione COHM81-833-Take-Hort Am Memorandum Box 32211 VEO 2012 1 All is the HR manager at Venter, Smetan & Partners and she busy with forms yearly performance appraisals. She is an experienced and objective rater, but in one case she has given her colleague Mark a high rating, because he won a very important case for the tim However, she neglected to consider that Maric's administration sa disaster and he is always late for work. Of which are erroris Jil guilty on? a Raebus Halo effect ceniency d Central tendency 15 Thabo is the newly appointed financial manager of a large organisation. He wants to design a compensation system for the organisation, because they tunctioned on an olsashioned system. Which of the following is NOT an objective of a compensation system that Thabo needs to keep in mind? a. Attract good talented employees b. Retsin good talented employees