Which method focuses on comparing an employee's performance to others in the same job?

The ranking method is designed specifically to evaluate the performance of employees by comparing their output or effectiveness against that of their peers occupying the same job role. This method typically involves arranging employees in order from highest to lowest performers based on specific criteria, such as productivity, quality of work, or other measurable outputs.

This approach allows organizations to identify top performers for recognition or additional responsibilities, as well as to pinpoint those who may need improvement or further development. The focus on relative performance enhances competitiveness among employees, potentially driving motivation and performance improvement.

Other methods do not provide this comparative focus. For example, the grading method usually involves assigning a grade or score based on predefined criteria without directly comparing employees against each other. Self-assessment relies on employees evaluating their own performance, which can introduce biases rather than providing an objective comparison. The 360-degree feedback method gathers evaluations from multiple sources (peers, supervisors, subordinates) but still does not directly rank employees against one another in a straightforward manner, as it aims for comprehensive feedback rather than competition.