$\backslash$begin$\{$tabular$\}\{|$l$|$l$|$l$|\}\backslash$hline A & B & C $\backslash \backslash \backslash$hline $1.$ The $360$ degree $($multirater$)$ feedback & & $1.$ Manager and subordinate meet to jointly discuss how the organisation's strategic goals must be adopted and adapted by the department and the individual. $\backslash \backslash \backslash$hline $2.$ The Performance Management Process Step $1$: & & $2.$ Information that employees can see for themselves as they do their work. $\backslash \backslash \backslash$hline $3.$ The Performance Management Process Step $2$: & & $3.$ A recommended monitoring system in terms of performance review and measuring. $\backslash \backslash \backslash$hline $\backslash$begin$\{$tabular$\}\{$l$\}4.$ The Performance Management Process $\backslash \backslash$ Step $3$: $\backslash$end$\{$tabular$\}$ & & $4.$ Manager and subordinate agree to type of value, and the amount of value that will be added if the goals are achieved. $\backslash \backslash \backslash$hline $\backslash$begin$\{$tabular$\}\{$l$\}5.$ The Performance Management Process $\backslash \backslash$ Step $4$: $\backslash$end$\{$tabular$\}$ & & $5.$ Manager and subordinate jointly decide on an action plan to achieve the individual's goals. $\backslash \backslash \backslash$hline $6.$ Behaviourly$-$Anchored Rating Scales $($BARS$)$ & & $6.$ Manager and subordinate agree specific times for formal checks to be made on progress towards the goals. $\backslash \backslash \backslash$hline $7.$ Management BY Objectives $($MBO$)$ & & $7.$ The rating technique combines graphic rating scales with examples of critical incidents. $\backslash \backslash \backslash$hline $8.$ Graphic rating scales & & $8.$ Can be gained by having a broader scope of work. $\backslash \backslash \backslash$hline $\backslash$begin$\{$tabular$\}\{$l$\}9.$ Feedback Types $-$ The first type is self$-$evident $\backslash \backslash -\backslash$end$\{$tabular$\}$ & & $9.$ A rating scale is developed by selecting various characteristics that relate to the specific job. $\backslash \backslash \backslash$hline $10.$ Feedback Types $-$ Another kind of self$-$evident feedback & & $10.$ The rating technique provides for an initial goal$-$setting phase, based on the formation of long$-$range organisational objectives that are cascaded through to departmental goals, and finally individual goals. $\backslash \backslash \backslash$hline $\backslash$end$\{$tabular$\}$