Q. The performance appraisals are basically used by organizations to

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Q. The employee evaluation, performance evaluation, performance review and employee rating are all terms used to define

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Q. The information type which focuses on the accomplishments of employees is classified as

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Q. The performance appraisal measurement error, in which the prejudices of rater distort the results of rating is classified as

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Q. The forced distribution and ranking are considered as methods of

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Q. The type of central tendency error occurs while appraising performance, when employee's rating falls at higher side of scale is classified as

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Q. The graphic rating scale and checklist are classified as method of

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Q. The third step in process of management by objectives is to

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Q. The type of central tendency error occur while appraising performance when employee rating falls at lower side of scale is classified as

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Q. The benchmarks of job performances are considered as

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Q. The performance appraisal error in which the poor performers also gets average rating like well performers is classified as

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Q. The performance appraisal methods which consists of management by objectives approach and behavioral rating approach are considered as

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Q. The type of information which tells about character traits of employee such as initiative, creativity and attitude is called

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Q. The information type whose main focus is on employee's specific behaviors, leads to success of job is classified as

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Q. The performance appraisal measurement method by which the behavior of employees are assessed instead of all other characteristics is classified as

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Q. The actions that employees do not do or must do, in a job is classified as

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Q. The procedural method which describes the goals to individual employees and manager try to attain the goals within specified length of time is classified as

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Q. The appraising performance measurement error which results when whole job is rated on the basis of selected job criterion is classified as

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Q. The appraising error which occurs when performance of individuals are rated relative to others rather than set standards is classified as

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Q. The performance appraisal error effect created when rater gives more preferences to recent appraisals while appraising employees performance is classified as

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