Which method involves comparing each employee's performance against a set of pre-established benchmarks?

Which method involves comparing each employee's performance against a set of pre-established benchmarks?

• A. Behaviorally Anchored Rating Scale Method
• B. Work Standards Method
• C. Essay Method
• D. Forced Distribution Method

Answer: (B)

The Work Standards Method is correct because it specifically entails evaluating employee performance against a predetermined set of benchmarks. This method sets clear performance standards based on the expectations for each role and compares individual employees' achievements to these established standards. In this approach, employees are assessed on how well they meet or exceed the criteria set for their tasks or job responsibilities. This is beneficial because it creates a clear framework for performance evaluation, making it easier for managers to identify both high performers and those who may need additional support or improvement. The other methods cannot be accurately described as comparing performance against benchmarks in the same way. For instance, the Behaviorally Anchored Rating Scale Method focuses on specific behaviors rather than a broad set of benchmarks. The Essay Method relies on qualitative descriptions of performance, lacking a standardized comparison metric. The Forced Distribution Method categorizes employees into different performance levels without a direct link to specific benchmarks, instead relying on relative performance comparisons within a group.

The Work Standards Method is correct because it specifically entails evaluating employee performance against a predetermined set of benchmarks. This method sets clear performance standards based on the expectations for each role and compares individual employees' achievements to these established standards.

In this approach, employees are assessed on how well they meet or exceed the criteria set for their tasks or job responsibilities. This is beneficial because it creates a clear framework for performance evaluation, making it easier for managers to identify both high performers and those who may need additional support or improvement.

The other methods cannot be accurately described as comparing performance against benchmarks in the same way. For instance, the Behaviorally Anchored Rating Scale Method focuses on specific behaviors rather than a broad set of benchmarks. The Essay Method relies on qualitative descriptions of performance, lacking a standardized comparison metric. The Forced Distribution Method categorizes employees into different performance levels without a direct link to specific benchmarks, instead relying on relative performance comparisons within a group.