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- 1. Multiple-choice30 seconds1 ptA personal development plan shows strengths, weaknesses, training required and what else?Target dates for completion of development tasksActual time taken to complete development tasksThe Chief Executive's signature to approve the planThe contact details of all training venues
- 2. Multiple-choice30 seconds1 ptWhich of the following is NOT a way to improve a time stealer?Make use of Action Plans and Priorities ListsSet aside a specific time of the day to check emails and make phone callsLearn to be assertive and say 'No'Attempt several tasks at the same time by jumping from one to the other
- 3. Multiple-choice30 seconds1 ptAn implication for a manager who does not delegate is . . .many employees are able to deputise when the manager is absenthigh staff morale as they feel included in team taskslow staff turnover as they enjoy being led by a strong managermany deadlines not met and possible promotion opportunities missed
- 4. Multiple-choice30 seconds1 ptWhich of the following is NOT a feature of a SMART target?AgreedRealisticTimedManageable
- 5. Multiple-choice30 seconds1 pt'Key dates can be seen at a glance and comparisons made between work planned and work completed'. This is a definition of . . .a gantt charta priorities lista personal development plana to-do list
- 6. Multiple-choice30 seconds1 ptA 'buddy system' is used to . . .review current procedures and make changes to improve efficiencyallow a supervisor to check the quality of work produced by their subordinatecreate a link between an employee and his/her line managerprovide advice and support to an employee by using an experienced colleague
- 7. Multiple-choice30 seconds1 ptWhich of the following is NOT a time stealer?Interruptions from visitorsProcrastinationTaking on too much workUsing video conferencing for all branch meetings
- 8. Multiple-choice30 seconds1 ptWhat is NOT included in an Action Plan?Tasks to be completedResources requiredLevel of priorityEstimated time for each task
- 9. Multiple-choice30 seconds1 ptWhich of the following is NOT a consequence of good time/task management?Better quality of work produced as time is taken over important jobsLower stress levels which reduces absenteeismCustomer relations are negatively affected and may result in more complaintsIncreased productivity as less time is wasted on unnecessary tasks
- 10. Multiple-choice30 seconds1 ptEffective time and task management require 'Evaluating' skills. This means . . .making effective use of time, staff and equipmentlooking at tasks, seeking improvement and identifying causes of problemsasking someone to take responsibility for some of your tasksbeing able to negotiate deadlines and resources
- 11. Multiple-choice30 seconds1 pt
A Senior Administrator will require specific skills and qualities.
A skill is something you are competent in and can be learned and developed
True
False
- 12. Multiple-choice30 seconds1 pt
Which of the following is NOT a skill required by a Senior Administrator?
Good communication skills when dealing with customers to deliver satisfaction and deal with staff at all levels of the organisation
Delegation skills in order to allocate tasks fairly and to those best suited to the work
Organised and able to prioritise to ensure deadlines are met
Unable to work unsupervised which will impact productivity
- 13. Multiple-choice30 seconds1 pt
Which of the following are qualities required by a Senior Administrator? (Select three correct answers)
Supportive and approachable attitude to help lead a team
Indiscreet and dishonest when dealing with sensitive staff matters
Able to discipline staff in order to ensure that policies are followed at all times and standards are set
Can stay calm under pressure to deal well with a crisis situation
- 14. Multiple-choice30 seconds1 pt
Which of the following is NOT a reason why Senior Administrators need good IT skills?
In order to troubleshoot problems that other staff have
To be able to prove they deserve their pay grade salary
To be able to coordinate/monitor the work of others in the department
To be able to train other staff who report to them
- 15. Multiple-choice30 seconds1 pt
What are three reasons why some managers are reluctant to delegate?
May fear loss of control/fear of staff taking over
Unable to trust subordinates to complete work on time or of a suitable quality
Fear of conflict/upsetting staff
They trust subordinate to complete work on time and to a suitable quality standard
- 16. Multiple-choice30 seconds1 pt
Targets should be SMART. What does SMART stand for?
Specific, Measurable, Agreed, Realistic, Timely
Specific, Monetised, Agreed, Real-time, Technical
Summarised, Mobile, Agreed, Reliable, Timely
Specialised, Mobilised, Artistic, Realistic, Timely
- 17. Multiple-choice30 seconds1 pt
Which task management method is described below:
This is a document that can be prepared to help plan a long-term project and show the tasks that need to be completed, an estimate of how long the task will take and any notes to explain actions
Personal Development Plan
Action Plan
To-Do List
SMART target
- 18. Multiple-choice30 seconds1 pt
Which method of monitoring and evaluating an employee's work is described below:
Where some but not all of the tasks are looked over by the immediate supervisor to ensure that standards are being met
Sample checks
Double checks
Gantt chart
Appraisal
- 19. Multiple-choice30 seconds1 pt
Which method of monitoring and evaluating an employee's work is described below:
When an employee is paired with a more experienced member of staff at the same level in the organisation for help and advice
Buddy system
Mentoring system
Appraisal
Personal development plan
- 20. Multiple-choice30 seconds1 pt
Which method of monitoring and evaluating an employee's work is described below:
Where a more senior member of staff is assigned to a junior employee for regular catch ups to offer help and advice. This tends to be someone other than their line manager.
Sample checks
Buddy system
Mentoring system
Internal audits
- 21. Multiple-choice30 seconds1 pt
Which method of monitoring and evaluating an employee's work is described below:
Process which allows staff and manager to review current performance and helps identify and evaluate the training and development needs of staff. This focuses on current strengths and weaknesses and assesses employee's career development
Appraisal
Action plan
Mentoring system
Internal audits
- 22. Multiple-choice30 seconds1 pt
Which of the following is NOT a justification for monitoring and evaluating employee work?
Ensures tasks are completed by the due date, ensuring that the reputation of the company is maintained
Keeps staff on track, ensuring they are not distracted and improves their productivity
To find out if assistance or additional resources are required to reduce the stress of the staff member and get the task done
To check up on staff as they cannot be trusted to work independently at any time
