Enabling employees to link the company’s and his own departmental goals is __________?

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

An interview, in which you discuss person’s career plans and plan professional development, it is said to be ___________?

A. A satisfactory-promotable interview
B. A satisfactory-not promotable interview
C. An unsatisfactory-correctable interview
D. An unsatisfactory-uncorrectable interview

The disadvantage of alternation ranking method is ________?

A. Difficult to develop
B. Cause disagreements
C. Time consuming
D. Difficult to rate

An aim of ‘performance appraisal’ is to?

A. Fire the employee
B. Motivate the employee
C. Counsel the employee
D. Hire the employee

The ‘performance management’ is always ________?

A. Goal oriented
B. Performance oriented
C. Sales oriented
D. None of above

An alternation ranking method is often classified as __________?

A. “what you are measuring?”
B. “how you are measuring performance”
C. “what are the set standards”
D. “the rules of performance appraisals”

A. “What you are measuring?” B. “how you are measuring performance” C. “what are the set standards” D. “the rules of performance appraisals” ___________?

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

The disadvantage of Management by Objectives (MBO) method is __________?

A. Difficult to develop
B. Cause of disagreements
C. Time consuming
D. Difficult to rate

An evaluation process of employee’s performance, in comparison to set standards is called ___________?

A. Performance appraisal
B. Compensation
C. Counseling
D. Design of evaluation

An appraisal interview which results in occasional ‘well-done’ technique is said to be _________?

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