Final test & Certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. Why do traditional annual review systems usually fail?

   AThe review form isn't well designedBAll performance management is crammed into one meeting a yearCEmployees don't want to be assessed

2. Question 2. What's the simplest quality test for a performance system?

   AEmployees are never surprised by their ratingBForms are completed on timeCThe company-wide average score rises each year

3. Question 3. Which stage of the cycle matters most but is usually left empty?

   AMonitoring & coaching during the periodBGoal setting at the startCThe end-of-period review

4. Question 4. Who owns performance management?

   AThe line managerBThe HR departmentCThe executive team

5. Question 5. What should a strong performance system measure?

   ABoth what was achieved and how it was achieved (behaviour)BOnly results — that's what's measurableCOnly behaviour — results depend on the market

6. Question 6. What's the core difference between KPIs and OKRs?

   AKPIs track operational health; OKRs drive a time-bound step changeBKPIs are for staff, OKRs for managersCKPIs are annual, OKRs monthly

7. Question 7. Why shouldn't OKRs be tied directly to bonuses?

   APeople will set safe, low targets, losing the ambitionBOKRs can't be measuredCEmployment law forbids it

8. Question 8. What is the halo bias in ratings?

   AStrong in one area so rated highly on everythingBOnly recalling the last two monthsCRating people with a similar style higher

9. Question 9. What is calibration for?

   AMaking rating levels mean the same thing across different managersBForcing a fixed percentage into each rating bandCLetting HR decide final ratings instead of managers

10. Question 10. Before concluding an employee 'lacks capability', what should you do?

    ADiagnose Skill – Will – System, especially ruling out systemic causesBOpen a PIP immediately to build the fileCMove them to another department