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Performance Appraisal & Career Management

Across
First career stage
Optimizing talents or capabilities
Importance of performance appraisals
Tasks an employee does on the job that are not required as part of the job but still benefit the organization
Have the most knowledge of the job requirements
Grouping employees into predefined frequencies of performance ratings
Decision based on rated performance
Compare people against one another instead of against an objective standard
Evaluation of an employee to determine the degree to which the employee is performing
Abstract properties that generally cannot be observed directly but can be inferred from behavior
Goals of performance appraisal
Statement or question about some aspect of an individual's job performance
Last career stage
Frequency of appraisals
Down
Both parents working
Each individual employee Is compared with every other individual employee, two at a time
Individuals who will be conducting the performance appraisal
Advantage of emphasizing the most objective measures of performance available
Individual whose performance is evaluated
Interaction between an individual employee and a line/HR manager
Have expert knowledge and have more opportunities
Performance improvements
Set of experiences and activities that people engage in related to their job and livelihood of the course of their working life
Creating a meaningful and relevant role in the organization
Role of the Rater
Lead to legal issues in performance appraisals