Which ranking method involves making comparisons between all possible pairs of employees?

Which ranking method involves making comparisons between all possible pairs of employees?

• A. Forced distribution method
• B. Alternation ranking method
• C. Paired comparison method
• D. Critical incident method

Answer: (C)

The paired comparison method is a ranking technique that specifically focuses on comparing each employee against every other employee in the group. In this method, each employee is compared with every other employee in pairs. This allows for a detailed assessment of performance differences, as the rater must consider and evaluate which employee performs better in each specific comparison. This thorough process results in a clearer understanding of relative performance levels across a group, as it identifies the best and worst performers by looking at all possible combinations. The outcome is a more precise ranking since it goes beyond superficial or broad evaluations and instead hones in on direct comparisons that highlight specific strengths and weaknesses among employees. In contrast, other methods such as forced distribution may categorize employees into predetermined performance categories without detailed one-on-one comparisons. Alternation ranking also ranks employees but does so by selecting the best and worst alternately rather than comparing all pairs directly. The critical incident method focuses on specific examples of behavior rather than ranking, making it distinct from the paired comparison approach. Thus, the paired comparison method is the only one that systematically evaluates employees against one another at a granular level, leading to a more robust ranking system.

The paired comparison method is a ranking technique that specifically focuses on comparing each employee against every other employee in the group. In this method, each employee is compared with every other employee in pairs. This allows for a detailed assessment of performance differences, as the rater must consider and evaluate which employee performs better in each specific comparison.

This thorough process results in a clearer understanding of relative performance levels across a group, as it identifies the best and worst performers by looking at all possible combinations. The outcome is a more precise ranking since it goes beyond superficial or broad evaluations and instead hones in on direct comparisons that highlight specific strengths and weaknesses among employees.

In contrast, other methods such as forced distribution may categorize employees into predetermined performance categories without detailed one-on-one comparisons. Alternation ranking also ranks employees but does so by selecting the best and worst alternately rather than comparing all pairs directly. The critical incident method focuses on specific examples of behavior rather than ranking, making it distinct from the paired comparison approach. Thus, the paired comparison method is the only one that systematically evaluates employees against one another at a granular level, leading to a more robust ranking system.