Application of Performance Appraisal Methods

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
-Johanna's second choice is the critical incident method. What would be the major disadvantage of this method?

A) time consuming and lack of quantification
B) depends on evaluator's writing skills
C) provides information on only critical behaviors that foster ineffective job performance
D) unwieldy with large numbers of employees