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
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 ?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Under which method of performance appraisal many evaluators join together to judge employee’s performance in several situations with the use of a variety of criteria ?
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?
Which one of the following statements is not true in the case of Human Resource Management?
Which one of the following training methods is not a managerial on-the-job training method?
Arrange the following steps of training and development process in the right sequence:
a. Need analysis
b. Validation
c. Evaluation
d. Implement the programme
e. Instructional design
Match the following:
List - I List - II (a) Programmed learning (i) A development technique in which teams of managers compete by making computerized decisions regarding realistic but simulated situations. (b) Case study (ii) Any attempt to improve current or future management performance by imparting knowledge, changing attitudes or increasing skills. (c) Management Game (iii) A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve. (d) Management development (iv) A systematic method for teaching job skills, involving presentation of questions or facts, allowing the person to respond and giving the learner immediate feedback on the accuracy of his answers. Match the following:
List - I List - II (a) Career management (i) The lifelong series of activities that contribute to a person's career exploration, establishment, success and fulfilment. (b) Career development (ii) The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations and other characteristics and establishes action plans to attain specific goals. (c) Career planning (iii) The process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests more effectively.
Important Questions from Concept, role and functions of HRM
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 :
- Match the items of List-I with those of List-II with regard to operative functions of HRM and indicate the code of correct matching.Codes :
List – I List – II a. Procurement i. Performance appraisal b. Development ii. Discipline c. Integration iii. Induction d. Maintenance iv. Personnel research 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 ?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
