The main goal of job performance evaluation is to identify areas where employees can improve their performance and provide them with feedback to help them achieve their goals.

Forced ranking is a controversial method of job performance evaluation where employees are ranked against each other, often resulting in a certain percentage of employees being labeled as underperformers.

When providing feedback during a job performance evaluation, it is important to be specific and provide concrete examples of the employee's performance, both positive and negative. This helps the employee understand exactly what they need to improve upon.

Job performance evaluation can lead to increased employee motivation, improved performance, and reduced turnover, but it is unlikely to lead to increased employee dissatisfaction if conducted fairly and constructively.

Job performance refers to the actual work that an employee does and how well they meet their goals, while job satisfaction refers to an employee's feelings and attitudes towards their job.

Recency error is not a common type of job performance evaluation error. The halo effect, leniency error, and central tendency error are more common.

A performance improvement plan (PIP) is a formal document that outlines the steps an employee needs to take to improve their performance. It is designed to help employees identify their weaknesses and develop strategies to overcome them.

Punitive consequences for poor performance are not a key element of a successful job performance evaluation system. Instead, the focus should be on providing employees with feedback and opportunities to improve their performance.

Formative evaluation is an ongoing process that provides feedback to employees so that they can improve their performance, while summative evaluation is a final assessment of performance that is used to make decisions about compensation, promotion, and termination.

Cost-effectiveness is not a common challenge in job performance evaluation. Bias and subjectivity, lack of clear performance standards, and employee resistance are more common challenges.

A 360-degree feedback system is designed to collect feedback from multiple sources, including peers, supervisors, and customers, in order to provide employees with a comprehensive view of their performance and identify areas for improvement.

Self-assessment is not a common method for evaluating job performance, as it can be subjective and biased.

The main purpose of a performance appraisal interview is to provide feedback to employees on their performance, set goals for future performance, and develop a plan for employee development.

Increased employee grievances are not a potential benefit of job performance evaluation. Increased employee motivation, improved employee performance, and reduced employee turnover are more common benefits.

Intrinsic motivation comes from within the individual, while extrinsic motivation comes from external factors. Intrinsic motivation is more sustainable and leads to higher quality work than extrinsic motivation.