What is a primary disadvantage of using the critical incident report method?

What is a primary disadvantage of using the critical incident report method?

• A. It can generate excessive and unnecessary information
• B. It focuses only on positive employee behaviors
• C. It overlooks the overall performance for ratings
• D. It is difficult to implement effectively

Answer: (C)

The critical incident report method is primarily focused on capturing specific examples of employee behavior that are particularly effective or ineffective in achieving job outcomes. A key disadvantage of this method is that it can overlook the overall performance for ratings. This happens because the method emphasizes specific incidents that may occur infrequently or may not represent the employee's average performance over time. As a result, relying solely on these instances can lead to an incomplete picture of an employee's overall contributions and capabilities, potentially skewing performance evaluations either positively or negatively. By concentrating on distinct events instead of consistent patterns of behavior, this approach may fail to account for the regular day-to-day performance that is crucial for a fair appraisal. This can lead to misjudgments regarding an employee's true effectiveness or overall competency, which is vital for making sound HR decisions regarding promotions, raises, or development opportunities.

The critical incident report method is primarily focused on capturing specific examples of employee behavior that are particularly effective or ineffective in achieving job outcomes. A key disadvantage of this method is that it can overlook the overall performance for ratings. This happens because the method emphasizes specific incidents that may occur infrequently or may not represent the employee's average performance over time. As a result, relying solely on these instances can lead to an incomplete picture of an employee's overall contributions and capabilities, potentially skewing performance evaluations either positively or negatively.

By concentrating on distinct events instead of consistent patterns of behavior, this approach may fail to account for the regular day-to-day performance that is crucial for a fair appraisal. This can lead to misjudgments regarding an employee's true effectiveness or overall competency, which is vital for making sound HR decisions regarding promotions, raises, or development opportunities.