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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.
evaluate the hard and soft HRM to increased organizationL PRODUCTIVITY
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Rating scales: The simplest way to measure the strength of individuals' attitudes towards a particular topic is to ask them to rate their response to a particular question. F
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Ask qbenefits of career planning uestion #Minimum 100 words accepted#
Selection of a training method: the selection of an appropriate method depends upon the following six factors: 1. Nature of the problem area: the choice of the training method
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