When the supervisor keeps a log of positive and negative examples of a subordinate’s work-related behaviour, it refers to which one of the following methods of performance appraisal ?
Critical Incident Method
The Critical Incident Method — option 2.
What it is. The supervisor maintains a running record of specific incidents in which the subordinate behaved unusually effectively or unusually ineffectively — the “critical” incidents. At appraisal time the log, rather than a general impression, is the basis of the discussion. The technique was developed by John C. Flanagan.
| Advantage | Limitation |
|---|---|
| Rests on observed behaviour, not on traits or opinions | Demands regular record-keeping, which supervisors neglect |
| Avoids the recency error, since the whole period is recorded | Employees may see the log as fault-finding |
| Gives concrete material for developmental feedback | Does not readily rank employees against one another |
| Forms the basis of behaviourally anchored rating scales | Time-consuming |
The three distractors are all comparative methods, which is what separates them from this one :
| Method | How it works |
|---|---|
| Paired comparison | Every employee is compared with every other, one pair at a time; the number of times each is preferred gives the ranking. With n employees there are n(n−1)/2 comparisons |
| Alternation ranking | Pick the best, then the worst, then the best of those left, then the worst, working inward until all are ranked — easier than ranking a long list straight through |
| Forced distribution | Raters must fit employees into a fixed distribution, such as 10 per cent outstanding, 20 per cent above average, 40 per cent average and so on — the “bell curve” appraisal that prevents everyone being rated highly, and is much resented for it |
The distinction to carry away : critical incident is an absolute method, judging the person against the requirements of the job; the other three are relative methods, judging people against one another. Absolute methods support development; relative methods support decisions about promotion and pay where only a limited number of places exist.
Hence, the answer is Critical Incident Method.
Similar Questions
The positive model is applied to planned change through an approach is called appreciative inquiry (AI). Which of the following is not the cyclical step of AI ?
Arrange the basic process of HR strategy in correct orders :
A. Identify people issues
B. Communicate HR strategy
C. Identify strategic Business issues
D. Scan External Environment
E. Develop HR strategy
Choose the correct answer from the options given below :
What replaced annual reviews in the company, as announced by the Chairman ?
Critics argue that conventional performance evaluations :
Why have annual reviews become redundant in organizations today ?
Which of the following statements are correct as per paragraph ?
A. Companies like Adobe, Deloitte, GE, Microsoft and PwC have shifted to informal assessments.
B. Annual reviews are now seen as promoting collaboration and innovation.
C. Continuous feedback improves satisfaction, coaching and corporate alignment.
D. Annual evaluations originated from executive compensation reforms.
E. Current organizations emphasize agility, collaboration and personnel development through continuous dialogue.
Choose the correct answer from the options given below :
Match List - I with List - II.
List - I
(Concept)List - II
(Description)A. Origin of performance appraisals I. Compulsory ranking at GE B. Bureaucratic evolution II. Military’s merit rating system C. Factors influencing appraisal changes III. Expensive and unpopular processes D. Current organizational focus IV. Agility, collaboration and continuous dialogue Choose the correct answer from the options given below :
“Formulating and executing human resource policies and practices that produce the employee competencies and behaviours the company needs to achieve its strategic aims” is called?
In Flow Model, associated with forecasting personnel needs, the forecaster will-
A. Determine the time that should be covered.
B. Establish categories to which employees can be assigned.
C. Will not estimate the probability of transition.
D. Will solicit estimate of personnel needed from group of exports.
E. Count annual movements among states for several time period.
Choose the correct answer from the options given below:
Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Important Questions from Concept, role and functions of HRM
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
D. Coordinating
E. Controlling
F. Directing
Choose the correct answer from the options given below:
Male staff should take which of the following precautions?
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Which one of the followings are not the Objectives of HRM ?
- Which of the following is not true in case of HRM ?
