The performance rating as good or bad on the numerical rating scale is called __________?

Related Mcqs:

1. A rating scale which enlists traits and performance values is called _________?

   A. graphic rating scale method B. management by objectives C. alternation ranking method D. in-house development...

2. 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...

3. 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...

4. 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...

5. The disadvantage of graphic rating scale is ________?

   A. halo effect B. bias C. central tendency D. all of above...

6. 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...

7. 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...

8. 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...

9. An equal rating of all employees such as ‘good’ is called?

   A. lenient tendency B. strict tendency C. biasing tendency D. central tendency...

10. Gender discrimination, lower appraisal rating is an example of ________?

    A. lenient/strict tendency B. bias C. central tendency D. different tendencies...