CAIIB Paper 1 Module B Quiz 2

Topic: Performance Management. 360-degree feedback gathers multiple perspectives. It can broaden development insight but requires confidentiality and careful interpretation.

Topic: Performance Management. Competency-based assessment evaluates job-relevant knowledge, skills and behaviours and can inform selection, development and appraisal.

Topic: Performance Management. Assessment centres combine simulations, role plays, presentations or group exercises with structured observations to assess competencies.

Topic: Performance Management. BEI seeks evidence from concrete past events and the candidate’s actions and outcomes to assess relevant competencies.

Topic: Performance Management. The recency effect gives disproportionate weight to recent events. Contemporaneous records and review across the whole period help reduce it.

Topic: Conflict Management and Negotiation. Collaboration identifies shared interests, clarifies constraints and explores options that meet both sides’ needs.

Topic: Conflict Management and Negotiation. The disagreement concerns responsibilities and authority. Clarifying decision rights, procedures and escalation routes addresses the underlying cause.

Topic: Conflict Management and Negotiation. Positions are stated demands; interests are the underlying needs or constraints. Exploring interests can reveal workable options.

Topic: Conflict Management and Negotiation. Constructive resolution identifies the issue, hears perspectives, explores options, agrees responsibilities and reviews the result.

Topic: HRM and Information Technology. An HRIS manages employee data and supports HR processes such as records, leave, attendance and reporting; exact scope varies by organisation and vendor.

Topic: HRM and Information Technology. HR analytics uses workforce data to identify patterns and inform decisions. Data quality, context, privacy and causal limitations should be considered.

Topic: HRM and Information Technology. Employee data needs access controls, security, purpose limitation and suitable retention. Sensitive records require particular care and compliance with applicable rules.

Topic: HRM and Information Technology. Technology can expand access and enable self-paced learning, but transfer and business impact still require practice, support and evaluation.

Topic: Development of Human Resources. Credible succession planning uses clear criteria, evidence and development plans, avoiding favouritism and avoiding guarantees of appointment.

Topic: Development of Human Resources. Role-play enables practice and feedback before real conversations, particularly for interpersonal and leadership skills.

Topic: Development of Human Resources. Organisational learning captures and shares experience to improve collective practice, service quality and risk prevention.

Topic: Fundamentals of HRM. Workforce planning translates business priorities into staffing levels and capabilities and anticipates changes in skills, service channels and risk.

Topic: Human Implications of Organisations. Equity theory concerns perceived fairness through comparison of input-outcome ratios with relevant others. Perceived inequity can affect effort and retention.

Topic: Human Implications of Organisations. Theory X assumes people tend to avoid work and responsibility and require control; Theory Y allows for self-direction and responsibility under suitable conditions.

Topic: Human Implications of Organisations. Job enrichment increases the depth of a role through responsibility and autonomy. Job enlargement typically increases the number or range of tasks at a similar level.