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- Subject
- Performance Management and Appraisalhrm-mcqs › performance-management-and-appraisal
- Published
- 29 Sept 2021
- Last updated
- 28 May 2026
Explanation
Option A refers to the critical incident technique, which focuses on specific events. Option B is the forced ranking method that distributes ratings across a predetermined curve. Option C, the behaviorally anchored rating scale, uses numerical ratings linked to specific behaviors to assess performance as good or bad. Option D involves comparing employees in pairs to rank them.
More Performance Management and Appraisal MCQs
Practice related questions from the same subject.
- 1.What does the term 'direction sharing' refer to?
- 2.What is the name of the technique that ranks employees by comparing them in pairs based on a particular characteristic?
- 3.What is the common outcome of having ambiguous or vague standards?
- 4.What is a major drawback of the 'BARS' performance appraisal method?
- 5.What is a key benefit of using the 'forced distribution' appraisal technique?
- 6.What is the term for the issue when a supervisor consistently rates all employees either very high or very low?
- 7.What is a major drawback of using the 'forced distribution method' in performance evaluation?
- 8.What term describes a situation where an individual's performance is below expectations but has the potential to be improved?
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- Human Resource Planning and Recruiting
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- Introduction to Human Resource Management
- Job Analysis
- Labor Relations and Collective Bargaining
- Managers Role in Strategic HRM
- Managing Global Human Resources
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- Training and Developing Employees