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- Subject
- Performance Management and Appraisalhrm-mcqs › performance-management-and-appraisal
- Published
- 29 Sept 2021
- Last updated
- 28 May 2026
Explanation
While the BARS (Behaviorally Anchored Rating Scales) system reduces common rating errors like halo effect, bias, and central tendency, its main disadvantage lies in the difficulty and time-consuming process involved in developing the scales.
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 the name of the rating scale that categorizes performance as good or bad using numerical values?
- 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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- 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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