An interview in which supervisor and subordinate review appraisal is called

A. structured interview
B. unstructured interview
C. appraisal interview
D. hiring interview

Method of keeping and reviewing record of employees undesirable behavior at different time
intervals is

A. critical incident method

B. forced distribution method
C. alternation ranking method
D. paired comparison method

Aligning and evaluating employee's performance with company's set goals is called

A. appraisal management
B. performance management
C. hierarchy of management
D. off-the-job training

First step in appraising process is

A. defining job
B. training session
C. feedback session
D. interview sessions

When ratings are collected from supervisors, customers and peers, it is called

A. 350-degree feedback
B. 320-degree feedback
C. 360-degree feedback
D. 380-degree feedback
Ranking of all employees measuring a specific trait by making pairs of employees is called

A. graphic rating scale method

B. management by objectives
C. alternation ranking method
D. paired comparison method

Disadvantage of 'BARS' appraisal system is

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

Performance rating as good or bad on numerical rating scale is called

A. critical incident method

B. forced distribution method
C. behaviorally anchored rating scale
D. paired comparison method

'unclear standards' usually results in

A. unfair appraisals
B. fake appraisals
C. true appraisals
D. Both A and B

Performance management distinct feature is

A. continuous evaluating
B. continuous re-evaluating
C. never evaluating performances
D. evaluating for salary purposes

An advantage of 'critical incident method' is

A. avoids central tendency and biases

B. avoids central tendency and biases
C. provides behavioral anchors
D. ongoing basis evaluation
Disadvantage of 'forced distribution method' is

A. difficult to develop
B. cause of disagreements
C. time consuming
D. ranking is based on employers cutoff points