A. communicating line authority
B. staff authority
C. communicating company’s higher-level goals
D. communicating future HR policies
The meaning of ‘direction sharing’ is _________? Read More »
HRM Mcqs, Performance Management and AppraisalA. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method
A. unfair appraisals
B. fake appraisals
C. true appraisals
D. Both A and B
The ‘unclear standards’ usually results in __________? Read More »
HRM Mcqs, Performance Management and AppraisalA. halo effect
B. bias
C. central tendency
D. difficult to develop
The disadvantage of ‘BARS’ appraisal system is _________? Read More »
HRM Mcqs, Performance Management and AppraisalA. critical incident method
B. forced distribution method
C. behaviorally anchored rating scale
D. paired comparison method
A. avoids central tendency and biases
B. avoids central tendency and biases
C. provides behavioral anchors
D. end up with predetermined rating figures
An advantage of ‘forced distribution method’ is ________? Read More »
HRM Mcqs, Performance Management and AppraisalA. lenient/strict tendency
B. biasing tendency
C. central tendency
D. different tendencies
A. difficult to develop
B. cause of disagreements
C. time consuming
D. ranking is based on employer’s cutoff points
The disadvantage of ‘forced distribution method’ is ___________? Read More »
HRM Mcqs, Performance Management and AppraisalA. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
When the person’s performance is not satisfactory but can be improved is ___________? Read More »
HRM Mcqs, Performance Management and AppraisalA. avoids central tendency and biases
B. avoids central tendency and biases
C. provides behavioral anchors
D. ongoing basis evaluation
An advantage of ‘critical incident method’ is ____________? Read More »
HRM Mcqs, Performance Management and Appraisal