Final answer:
The critical incident appraisal method focuses on documenting key behaviors that significantly affect performance and cannot be easily used to compare employees. It is specific and subjective, relying on detailed documentation and the rater's personal feedback.
Step-by-step explanation:
The critical incident appraisal method is a performance evaluation technique focusing on key behaviors that either significantly contribute to or detract from an employee's performance. When considering the options provided in the question, one key attribute of this method is that it cannot be easily used to compare employees because it tends to be highly specific and subjective to the individual's actions or behaviors. The method is centered around documenting specific, significant examples of good or poor behavior on the job, which can then be discussed during performance reviews.
Despite the use of various methods like the 360-degree feedback appraisal, research has suggested that there can be discrepancies in performance ratings, and outcomes can be influenced by the specific culture of an organization. Performance appraisals, including the critical incident method, are intended to not only assess job performance but also to motivate employees to improve and develop their skills, often highlighting the need for further training or adjustments in work behavior.
Because the critical incident appraisal method requires detailed documentation and specific examples, it is not the most time-efficient approach. It relies heavily on the rater's personal assessment and feedback, as it should enable the supervisor to communicate specific behavioral examples to the employee. Thus, it contradicts the choice suggesting it does not take into account the rater's personal assessment or does not allow for such specific communication.