Comparative methods of performance appraisal are simple to use but may sometimes yield misleading results.

Question

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While comparative methods of performance appraisal, such as ranking or forced distribution, may be easy to use, they can also be subjective and may not provide a comprehensive evaluation of an employee's performance. In some cases, these methods can result in unfair or inaccurate conclusions about an employee's abilities or potential. Thus, while they may be useful in certain situations, they should be used with caution and in conjunction with other evaluation methods.

Comparative Methods of Performance Appraisal Are Simple to Use but May