The error in which you providemost favorable ratings on allaspects of performance, but theyare not usually deserved is calledThe performance appraisalapproach in which perception andexternal behaviour is the indicatoris called :Result orientedapproachSelf appraisalapproach
______________ justice is theperception that the performanceevaluation received is fair relativeto the work performed.
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10strategicinformationaladministrativeD11Workforce planningB12A13"TRUE""FALSE"IGNOREIGNOREA14B15Following are the characteristics ofC16Forced DistributionGraphic rating scaleAssessment centrC17A18BARSstands forC19Feedback formsA20Where u are is actual performance aOptimal performanceGreat performanceC21Job descriptions stay stable over ti"TRUE""FALSE"IGNOREIGNOREB22Potential appraisalAssessment centreMBOBThe ___________ purpose of PMsystems is to furnish valid anduseful information for makingemployment decisions includingsalary adjustments, promotions,and terminationsdevelopmentalInformation gained from theorganizational maintenancepurpose of a PM system is used forall of the following EXCEPT:Evaluating theeffectiveness of jobdescriptionsEvaluating theeffectiveness ofHR programsCreating talentinventoriesKey consequences of a healthyperformance management systemareMotivation, Protectionfrom Lawsuits, Competentemployees , Clarity of goalsChangemanagement, worklife balance,competentemployees, clarityof goalsMotivation,protection fromlaw suits, worklife balance,DevelopmentneedidentificationJob rotation,competentemployees,clarity of goals,documentationof performancePresence of a comprehensive PMSsystem augurs well for aprogressive organizationPerformance Management is aholistic framework. It integrates :Vision and Mission,Training and development,Job analysis, Criticalsuccess factorsVision and Mission,Strategic goals,Critical Successfactors,PerformancemeasurementCritical Successfactors,Recruitment,Training andDevelopment,SuccessionPlanningManpowerplanning, Jobanalysis, actionplan,performancemeasurementStrategic congruence,Reliability & Validity,Integrated, MotivatingSpecificity,Integrated,Inclusive,InformationalReliability &Validity, Strategiccongruence,Equitable,StandardizedEquitable,Inclusive,Motivating,InformationalMr. Suyesh Aiyer has sixpeople in his technicalteam who are due forreview. What ratingmethod is best suited toevaluate theircompetence?360* appraisalThe external environment factorsimpacting the process ofperformance management processare :Technology , Economic,Customers, CompetitionManagement buy-in, Customs andbeliefs,Competition,GeographyDiversity ofworkforce,Technology,Customers,VendorsCustoms andBeliefs,Competition,Customers,VendorsBehaviour and ratingstandardBhaviour andreview scalesBehaviourallyAnchored RatingScalesNone of theaboveThe plans that are prepared as apart of the ongoing process ofobservation and feedback are called:Appraisal formsPerformancedevelopmentplanPerformanceimprovementplanFinal performancebjective performanIn _____________________method of appraisal multiplemethods, assessors, dimensionsand purpose is involved.
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