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Performance Management and Appraisal
The performance management distinct feature is
continuous evaluating
continuous re-evaluating
never evaluating performances
evaluating for salary purposes
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Performance Management and Appraisal
When the rating of employee trait biases its performance on other traits, it is called
halo effect
Deja vu effect
narrow effect
none of above
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Performance Management and Appraisal
The second step in the process of management by objectives is to
guided setting of objective
ongoing performance discussion
review job and agreement
develop performance standards
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Performance Management and Appraisal
An integral part of feedback process is
direction sharing
goal alignment
ongoing performance monitoring
coaching and development support
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Performance Management and Appraisal
The management guru, Edward Deming argues that employee’s performance is the result of
training communication
quality management
own motivation
both A and B
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Performance Management and Appraisal
The performance rating as good or bad on the numerical rating scale is called
critical incident method
forced distribution method
behaviorally anchored rating scale
paired comparison method
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Performance Management and Appraisal
The method of keeping and reviewing, the record of employees’ undesirable behavior at different time intervals is
critical incident method
forced distribution method
alternation ranking method
paired comparison method
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Performance Management and Appraisal
The systematic process which is used to identify, measure, evaluate, encourage and improve employee performance is classified as
coaching management system
training management system
performance management system
development management system
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