The strategic purpose of performance appraisal links employees' activities with the organization's goals and objectives.

The primary goal of performance management is to enhance employee performance to meet the company's goals.

Reliability in performance ratings means that they are consistent when evaluated by different raters or at different times.

The purpose of the behavioral approach in performance management is to evaluate results that are easy to measure.

The "first impression effect" (primacy effect) is when a rater forms an opinion about an employee based on a single characteristic observed at the beginning of their evaluation.

Performance management focuses on improving every skill of an employee.

The forced distribution method in performance appraisal ranks employees within specific percentage categories, such as top 10 percent, bottom 20 percent, etc.

A 360-degree feedback assessment involves performance reviews collected from multiple sources, including the individual, peers, and supervisors.

The acceptability of performance appraisal methods is irrelevant as long as they are accurate and reliable.

A result-oriented approach to performance management focuses on evaluating employees based on objective criteria.