What is one common drawback of using a graphic rating scale?

Improve your HR knowledge with the Performance Management and Appraisal Exam. Test yourself using multiple choice questions, detailed hints, and comprehensive explanations. Get prepared for your HRM certification now!

Using a graphic rating scale can lead to inconsistent evaluations, which is a notable drawback of this method. The graphic rating scale typically requires evaluators to mark performance levels on a continuum, such as from one to five. While this method provides a quick way to rate performance, it can lead to varying interpretations of what each scale point means, depending on the evaluator's personal biases or experiences. For instance, one evaluator might view a "3" as average performance while another might see it as slightly below average, which can create inconsistencies in how employees are assessed. This subjectivity can undermine the reliability of performance assessments, making it difficult to compare employee performance fairly across the organization.

Other options, while they may present challenges in different evaluation contexts, do not specifically highlight the inherent inconsistencies that can arise with graphic rating scales. For example, extensive training may not necessarily be required for using this method, and while it might take some time to fill out, it is generally not considered overly time-consuming. Additionally, the graphic rating scale typically evaluates individual performance rather than primarily focusing on team performance.

Subscribe

Get the latest from Examzify

You can unsubscribe at any time. Read our privacy policy