A. simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. providing behavioral anchors
Performance Management and Appraisal
The basic approach in employee’s performance compares with their current performance to ……….?
A. set standards
B. performance in previous years
C. performance in last job
D. none of above
An aim of ‘performance appraisal’ is to?
A. fire the employee
B. motivate the employee
C. counsel the employee
D. hire the employee
The ‘performance management’ is always ……..?
A. goal oriented
B. performance oriented
C. sales oriented
D. none of above
An alternation ranking method is often classified as ……….?
A. “What you are measuring?”
B. “how you are measuring performance”
C. “what are the set standards”
D. “the rules of performance appraisals”
A. “What you are measuring?” B. “how you are measuring performance” C. “what are the set standards” D. “the rules of performance appraisals” ………..?
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
The disadvantage of Management by Objectives (MBO) method is ……….?
A. difficult to develop
B. cause of disagreements
C. time consuming
D. difficult to rate
An evaluation process of employee’s performance, in comparison to set standards is called ………..?
A. performance appraisal
B. compensation
C. counseling
D. design of evaluation
An appraisal interview which results in occasional ‘well-done’ technique is said to be ………?
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
The management guru, Edward Deming argues that employee’s performance is the result of …………?
A. training communication
B. quality management
C. own motivation
D. both A and B