Which method compares employee performance to predefined standards or outputs?

Which method compares employee performance to predefined standards or outputs?

• A. Work Standards Method
• B. 360-Degree Feedback Evaluation Method
• C. Ranking Method
• D. Forced Distribution Method

Answer: (A)

This is about judging performance against clearly defined, job-specific standards or outputs. The Work Standards Method sets explicit expectations for what a job should produce—like quantity, quality, timeliness, or safety—and evaluates performance by comparing actual results to those standards. When someone meets or exceeds the standard, they are performing well; if they fall short, the variance signals where improvement is needed. This criterion-referenced approach is objective and consistent across similar roles. In contrast, the 360-degree feedback gathers input from multiple sources, not fixed standards; ranking places employees in a relative order without necessarily referencing standard levels; and forced distribution pushes ratings into a predetermined curve regardless of actual performance.

This is about judging performance against clearly defined, job-specific standards or outputs. The Work Standards Method sets explicit expectations for what a job should produce—like quantity, quality, timeliness, or safety—and evaluates performance by comparing actual results to those standards. When someone meets or exceeds the standard, they are performing well; if they fall short, the variance signals where improvement is needed. This criterion-referenced approach is objective and consistent across similar roles.

In contrast, the 360-degree feedback gathers input from multiple sources, not fixed standards; ranking places employees in a relative order without necessarily referencing standard levels; and forced distribution pushes ratings into a predetermined curve regardless of actual performance.