Performance Management and Appraisal

A. communicating line authority
B. staff authority
C. communicating company’s higher-level goals
D. communicating future HR policies

A. 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

A. halo effect
B. bias
C. central tendency
D. difficult to develop

A. 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

A. 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

A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview

A. avoids central tendency and biases
B. avoids central tendency and biases
C. provides behavioral anchors
D. ongoing basis evaluation