Which of the following methods is the most popular for ranking employees?

Which of the following methods is the most popular for ranking employees?

• A. Forced distribution method
• B. Alternation ranking method
• C. Paired comparisons method
• D. Subjective rating scales

Answer: (B)

The alternation ranking method is considered one of the most popular methods for ranking employees due to its straightforward approach. In this method, the evaluator ranks employees from best to worst, identifying the highest performer and the lowest performer first, and then proceeding to the next best and next worst, continuing this process until all employees are ranked. This method allows for a clear and organized way to identify the relative performance of employees. One reason for its popularity is its simplicity and ease of use; it requires less complex calculations and can be quickly implemented, making it practical for many organizations. Additionally, it provides a clear perspective on employee performance, fostering a competitive environment that can motivate employees to improve. This approach contrasts with other methods such as forced distribution, which requires categorizing a specific percentage of employees into predetermined performance levels, potentially resulting in frustration or resentment if employees feel that they are unfairly categorized. The paired comparisons method, while effective in some contexts, can become unwieldy with larger groups, requiring numerous comparisons that may not be practical. Subjective rating scales can introduce bias and inconsistency in evaluations, impacting fairness and reliability. Therefore, the popularity of the alternation ranking method can be attributed to its effectiveness in providing a straightforward, competitive ranking system that can easily

The alternation ranking method is considered one of the most popular methods for ranking employees due to its straightforward approach. In this method, the evaluator ranks employees from best to worst, identifying the highest performer and the lowest performer first, and then proceeding to the next best and next worst, continuing this process until all employees are ranked. This method allows for a clear and organized way to identify the relative performance of employees.

One reason for its popularity is its simplicity and ease of use; it requires less complex calculations and can be quickly implemented, making it practical for many organizations. Additionally, it provides a clear perspective on employee performance, fostering a competitive environment that can motivate employees to improve.

This approach contrasts with other methods such as forced distribution, which requires categorizing a specific percentage of employees into predetermined performance levels, potentially resulting in frustration or resentment if employees feel that they are unfairly categorized. The paired comparisons method, while effective in some contexts, can become unwieldy with larger groups, requiring numerous comparisons that may not be practical. Subjective rating scales can introduce bias and inconsistency in evaluations, impacting fairness and reliability.

Therefore, the popularity of the alternation ranking method can be attributed to its effectiveness in providing a straightforward, competitive ranking system that can easily