A. tell-and-listen
B. tell- and-sell
C. problem solving
D. all of above
Related Mcqs:
- The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures is best define by__________?
A. Job sampling
B. Reliability
C. Validity
D. Organisational culture - The validity of structured interviews is?
A. high
B. low
C. moderate
D. none of above - The interviews with the employees who are leaving the firm for any reason are classified as?
A. termination interview
B. outplacement counseling
C. exit interviews
D. subordination interviews - Interviews can be?
A. structured only
B. unstructured only
C. both structured and unstructured
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 - 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 ‘performance’ appraisal feedback always includes __________?
A. assessment of employee performance
B. setting work standards
C. providing feedback to the employees
D. all of above - An employee is rated high in performance appraisal because of ‘religion’, is an example of ________?
A. lenient/strict tendency
B. bias
C. central tendency
D. different tendencies - The manipulation of appraisal rating on the basis of ‘age’ is an example of ________?
A. lenient/strict tendency
B. bias
C. central tendency
D. different tendencies - The disadvantage of ‘BARS’ appraisal system is _________?
A. halo effect
B. bias
C. central tendency
D. difficult to develop
