correction question 13: When developing a PMS, managers need to choose.......

The 4 various options or features of design available when developing a Performance Management System are:

Management by Objective – It is an option of design where objectives as from corporate level cascaded down to each division and then to departments and finally to employees. It seeks to judge the performance of employees based on their success in achieving the objectives they have established through consultation with their superiors. Performance Improvement under MBO focus on the goals to be achieved by employees rather than the activities they perform or the traits they exhibit in connection with their assigned duties.

Rating Scales – here each trait of characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.
Global Rating – While a rating scale with several relevant dimensions is preferable, many organisations simply use a single rating of overall job performance, for example, appraising and employee’s total performance as ‘average’. Such a rating commonly referred to as global rating, is useful for making some HRM decisions, such as those concerning salary increases or promotions.

Behaviourably Anchored Rating Schale (BARS) is a feature of developing PMS by placing descriptions of behaviour along a scale. These descriptions permit the rater to identify the point where a particular employee should be rated on the scale. The BARS consist of 5 to 10 vertical scales, one for each important dimensions of job performance anchored by the incidents judged to be critical. A critical incident occurs when employee behaviour results in unusual success or unusual failure in some part of the job.