A performance appraisal guru said to use ratings of “relative frequency.” What does this mean? Give an example.
Answer to relevant QuestionsShould the managers be formally evaluated? If so, describe the system you recommend. Suppose the firm wants to use the form for employee feedback (i.e., to provide feedback to employees on their strengths and weaknesses). Do you think the instrument will be useful for this purpose? Why or why not? What, if ...Did you find that occasionally the interviewees provided "discrepant or divergent" responses to questions? If so, how did you deal with this information? Could a company use scores on this instrument to make staffing decisions or to select particular people for training? Develop a recommendation for the training plan that includes the training techniques that should be used and the length of training.
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