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Poor appraisal forms: the appraisal process might also be influenced by the following factors relating to the forms that are used by ratters:
1. The rating scale may be quite vague and unclear. 2. The rating form may ignore important aspects of job performance.3. The rating form may contain additional, irrelevant performance dimensions. 4. The forms may be too long and complex.
Lack of ratter preparedness: the ratter may not be adequately trained to carry out performance management activities. This becomes a serious limitation when the technical competence of a rate is going to be evaluated by a ratter who has limited functional specialized in this area. The ratters may not have sufficient time to carry out appraisals systematically and conduct throughout feedback sessions. Sometimes, the ratter may not be competent to do the evaluations owing to a poor self image and lack of self confidence. They may also confuse when the objectives of the appraisal are somewhat vague and unclear.
Objective test: most personality tests are objective tests as they are suitable for the group testing and can be scored objectively. Projective test: candidates asked to project
Poor appraisal forms: the appraisal process might also be influenced by the following factors relating to the forms that are used by ratters: 1. The rating scale may be quite v
Q. Explain Past oriented method of appraisal? 1. Rating scale: this is the simplest and the most popular technique for appraising all employee performance. The typical rating s
Question: a) Outline 5 reasons and briefly explain in each case why people in organisations may resist organizational change. b) Some of the best known change models have b
Recording of Figures : Accuracy can also be affected by the way you record figures. This should be done as precisely as possible. Figures recorded should show all the certain digi
Q. What do you mean by personal accountability? An enriched job holds the incumbent responsible for the results. He receives praise for good we conclude that the management sho
Effective HRM depends upon sound reward system
pricing methods
Question 1: "Job Analysis (JA) is a procedure by which pertinent information is obtained about a job, i.e. it is a detailed and systematic study of information relating to the
WHAT IS THE MODEL AND FRAMEWORK OF SHRM?
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