Explanation:
Promotion typically entails a rise in pay, status, amenities, responsibilities, and job duties. Performance evaluation serves as the foundation for HR decisions including training, pay raises, promotions, transfers, and separation.
Explanation:
A balanced scorecard is a strategic planning and management tool used to recognize, adjust, and manage a variety of internal business processes and the outcomes they produce.
Explanation:
Self-evaluation, also known as self-assessment, is frequently a step in the process of managing employee performance. Your employee will get a chance to evaluate themselves as a result. Actually, the majority of employees detest this stage of the employment review procedure. An honest evaluation of one's own performance is challenging.
Explanation:
BARS, or behaviorally anchored rating scales, are a sort of performance management scale that substitutes specific behavior "statements" for the general descriptions seen on conventional rating scales.
Explanation:
Documentation offers managers a roadmap for development. They are able to identify both areas of strength and weakness. It may be time for a raise, promotion, or more responsibilities if performance assessments routinely show improvements.
Explanation:
Channel richness is not a hindrance to efficient communication. When employees at the same level in a business, such as a marketing manager and a human resource manager, communicate with one another, usually to coordinate work between departments, this is known as channel richness.
Explanation:
An individual who starts a new firm, taking on the majority of the risks and reaping the majority of the gains, is known as an entrepreneur. Entrepreneurship is the practice of starting a business. The entrepreneur is frequently viewed as an innovator, a source of fresh concepts for products, services, businesses, and operational methods.
