The performance management includes _________?

A. Daily and weekly interactions
B. Meeting semiannually
C. Yearly meetings
D. Never having meeting with subordinates

When the person’s performance is satisfactory but not promotable, such type of an interview is ___________?

A. Satisfactory-promotable interview
B. Satisfactory-not promotable interview
C. Unsatisfactory-correctable interview
D. Unsatisfactory-uncorrectable interview

An interview, in which the supervisor and subordinate review appraisal, called __________?

A. Structured interview
B. Unstructured interview
C. Appraisal interview
D. Hiring interview

The method of keeping and reviewing, the 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

Mostly the employees’ promotion decision is based on ____________?

A. Performance appraisal
B. Training results
C. Hiring tests
D. In-house development

Online and face to face feedback about goal’s progress is ________?

A. Direction sharing
B. Goal alignment
C. Ongoing performance monitoring
D. Ongoing feedback

To keep on track the employees’ performance, the building block to be used is ___________?

A. Direction sharing
B. Goal alignment
C. Rewards and recognition
D. Coaching and development support

Accessing employees’ telephones and computers for monitoring employees’ rate and accuracy is __________?

A. Critical incident method
B. Forced distribution method
C. Behaviorally anchored rating scale
D. Electronic performance monitoring

An advantage of ‘alternation ranking method’ is that it __________?

A. Is simple to use
B. Avoids central tendency and biases
C. Ends up with predetermined rating figures
D. Provides behavioral anchors

When the rating of employee trait biases its performance on other traits, it is called _________?

A. Halo effect
B. Deja vu effect
C. Narrow effect
D. None of above