Performance Management and Appraisal

satisfactory-promotable interview

satisfactory-not promotable interview

unsatisfactory-correctable interview

unsatisfactory-uncorrectable interview

systematic uses

subjective uses

development uses

administrative uses

rater bias

halo effect

contrast error

sampling error

lenient/strict tendency

bias

central tendency

different tendencies

capsulated measure

subjective measures

objective measure

encapsulated measure

defining the job

training session

feedback session

interview sessions

narrative method

informative method

administrative method

impulsive methods

daily and weekly interactions

meeting semiannually

yearly meetings

never having meeting with subordinates

unfair appraisals

fake appraisals

true appraisals

Both A and B

difficult to develop

cause of disagreements

time consuming

ranking is based on employer’s cutoff points