When the person's performance is satisfactory but not promotable, such type of an interview is

Related MCQs

• When the person's performance is not satisfactory but can be improved is
• Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals.
• Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals.
• Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
• Hitesh is a good salesman and works for an ITcompany. But, his performance in 2001-02 was affected because of the slump in the ITmarket. However, his boss fails to acknowledge it and rates his performance as poor. This is an example of
• As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be:
• A dyadic relationship between two persons: a manager who is offering help, and employee to whom such help is given.
• Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?
• The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____.
• When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called _____.