B Employee's feedback and reward system

The primary purpose is to provide employees with information about their performance relative to expectations, enabling improvement, development, and alignment with organizational goals.

Absolute standards measure against fixed criteria; relative ranks employees against peers.

A 360-degree feedback system collects performance input from multiple sources including supervisors, peers, subordinates, and sometimes customers, providing a holistic view of an employee's competencies and behavior.

Consistently rating employees lower than their actual performance deserves.

Formative feedback is ongoing and developmental, aimed at improving performance during a task or period, while summative feedback evaluates overall performance at the end of a defined period such as an appraisal cycle.

Raters avoid extremes and cluster all ratings near the midpoint of scale.

KRAs define the specific outcomes and responsibilities an employee is accountable for, serving as the basis against which performance is measured and feedback is structured during appraisal.

Overweighting recent events and ignoring performance from earlier in the review period.