Match items of List - I with List - II relating to methods of performance appraisal and indicate the correct code of matching.

List - I	List - II
(A) Paired comparison method	(I) Reviewing employee records and holding interview on definite test questions.
(B) Forced choice description method	(II) Set of pair phrases or descriptive statements
(C) Critical Incidents method	(III) Differentiating between effective and non-effective performance on basis of achievements
(D) Field review method	(IV) Relative ranking method

Code:

Correct option is A

The correct answer is (a) (A)-(IV), (B)-(II), (C)-(III), (D)-(I).
This matching highlights several traditional and modern techniques used to evaluate employee performance. The Paired Comparison Method (A-IV) is a Relative Ranking technique where every employee is compared one-on-one with every other employee in the group. The Forced Choice Description Method (B-II) requires the evaluator to choose between sets of descriptive statements (often appearing equally favorable or unfavorable) to reduce rater bias. The Critical Incidents Method (C-III) focuses on specific behaviors that represent effective or non-effective performance. Finally, the Field Review Method (D-I) involves an HR specialist or "field" expert interviewing supervisors and reviewing records to ensure appraisals are standardized and fair.
Information Booster
· Paired Comparison: Calculated using the formula , where is the number of employees. It is highly accurate for small groups but becomes cumbersome for large ones.
· Forced Choice: Designed specifically to eliminate "leniency bias" because the rater doesn't know which statement carries a higher weight in the final score.
· Critical Incidents: This is a continuous process where managers keep a log of significant "incidents" (good or bad) throughout the year, rather than relying on memory at year-end.
· Field Review: Useful for removing personal bias from immediate supervisors, as an objective third party conducts the evaluation.