Which method of appraisal involves directly comparing employee performance against specific objectives?

The method of appraisal that involves directly comparing employee performance against specific objectives is referred to as Management by Objectives (MBO). This approach is characterized by setting clear, measurable goals for employees at the beginning of a performance period. The focus is on achieving these defined objectives, which allows both the employee and supervisor to clearly understand performance expectations.

With MBO, the evaluation is based on how well the employee has met these objectives rather than relying on subjective assessments. This method promotes alignment between employee performance and organizational goals, as performance is assessed in terms of results achieved. It fosters open communication between employees and supervisors about goals and expectations, which can increase motivation and engagement.

In contrast, the graphic rating scale method relies on standard criteria and subjective measures of performance without necessarily tying these to specific objectives. The critical incident method focuses on specific critical events in an employee’s performance, and behaviorally anchored rating scales provide anchors based on behaviors demonstrated rather than direct comparisons against set objectives. Thus, MBO distinctly centers around the direct comparison of performance against measurable goals, making it the correct choice.