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Business strategy, performance management, and compensation systems should be carefully linked.
Accurate performance appraisals can indicate to employees where they are deficient in their work.
Objective performance measures are usually less reliable than subjective ones because of the risk of rater biases.
The recency effect is NOT a performance evaluation bias that occurs in employee performance appraisals.
Performance appraisals are used for compensation adjustments, training needs, and placement decisions.
It is generally agreed that normally the best person to evaluate employee performance is:
Some managers, for various reasons, do not like to evaluate employees as either “effective” or “ineffective” and so tend to rate everyone as “average.” This is referred to as the:
Direct observation occurs when a rater actually sees the employee’s __________.
Which of the following is NOT one of the six steps for creating a Performance Improvement Plan (PIP)?
The most used form of performance appraisal (though not necessarily the most effective) that requires a rater to provide a subjective evaluation of an individual’s performance is called: