Personal Biases: The way a supervisor feels about each of the individuals working under him - whether he likes or dislikes them - as a tremendous effect on the rating of their performances. Spillover Effect: The present performance is evaluated much on the basis of past performance.

Q.	In traditional focus, the rewards based on the production is part of
B.	performance appraisal
C.	recruiting and placement
D.	compensation and benefits
Answer» d. compensation and benefits

Time Bound.

1. Set Specific Goals. Your goal must be clear and well defined.
2. Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can measure your degree of success.
3. Set Attainable Goals. Make sure that it's possible to achieve the goals you set.
4. Set Relevant Goals.
5. Set Time-Bound Goals.

Ultimately, experts agree that even if you don't have the required numbers of years of experience, it is still worth applying for the position—within reason, of course. “But if you have one to two years of experience and they are looking for three to five, that doesn't rule you out, and you could be just as qualified.”

Behavioral and performance measures of personality, also referred to as objective personality tests (OPTs) or objective tests, are used to gather information about people's characteristics by assessing their overt behavior in highly standardized miniature situations (Cattell and Warburton 1967).