Indirect subjective performance measures tend to minimize the personal biases of the evaluator.
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Q1: A valid performance appraisal evaluates behaviours that
Q2: One of the objectives of a performance
Q3: The major problem with peer appraisals is
Q4: Human resource specialists should arbitrary set performance
Q5: Sound performance management programs make a clear
Q7: Business strategy, performance management, and compensation systems
Q8: Performance appraisals can indicate to employees where
Q9: Human resource specialists prefer direct subjective measures
Q10: Performance appraisals can alert the human resource
Q11: Objective performance measures are usually less accurate
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