A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. in-house development
Related Mcqs:
- The performance rating as good or bad on the numerical rating scale is called __________?
A. critical incident method
B. forced distribution method
C. behaviorally anchored rating scale
D. paired comparison method - When the rating of employee trait biases its performance on other traits, it is called _________?
A. halo effect
B. Deja vu effect
C. narrow effect
D. none of above - The advantage of ‘graphic rating scale method’ is that; it is __________?
A. simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. an ongoing basis evaluation - The disadvantage of graphic rating scale is ________?
A. halo effect
B. bias
C. central tendency
D. all of above - 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 - 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 - In performance management, the main feature of performance management is to ___________?
A. increase salary
B. planning incentives
C. comparing performance with goals
D. comparing sales figures from last year - An equal rating of all employees such as ‘good’ is called?
A. lenient tendency
B. strict tendency
C. biasing tendency
D. central tendency - Calculating numerical rating and arranging each job according to skill is called?
A. point method
B. job grading
C. factor comparison method
D. alternation ranking method - A system which measures ongoing performance and e-mails reports is called _________?
A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. ongoing feedback
