CRITICAL incident method

1. PRESENTED BY ,
PRAVEEN RAJAN A
SARAVANAN J
JAYA VARATHAN B
BALAJI LOKESH S
CRITICAL INCIDENT
METHOD

2. Topics Presented under critical incident method
Introduction
Definition
Characteristics
Guidelines for Collect Data
Method used to collect Data
Applications
Advantage and Disadvantage

3. INTRODUCTION
Earlier , this method was used for job analysis developed by Flanagan in 1950.
Later this method of performance appraisal was developed by Flanagan and Burns
in the year of 1955.
They proposed 3 steps in this method ,
(1) Completing the performance record as critical incidents occur.
(2) Summarizing them for the rating period.
(3) Conducting performance review interview with the employee.

4. DEFINITION
The critical incident method of performance appraisal involved identifying and
describing specific events (or incidents) where the employee did something really
well or something that needs improvement.
It's a technique based on the description of the event,and does not rely on the
assignment of ratings or rankings, although it is occasionally coupled with a ratings
type system.

5. CHARACTERISTICS
Specific
Focus on observable behaviours on the job
Describe the content in which the behaviour occurred
Indicate the outcomes

6. GUIDELINES FOR COLLECTING DATA
To ask right question.
Keep the question simple and direct.
In survey and focus group method, don't ask employee to attach their name.

7. METHOD USED TO COLLECT DATA
Focus Groups
Interviews
Surveys
Performance Records
Work Diaries

8. APPLICATION
Performance and Cause Analysis
Organizational Development
Evaluation
Performance Management
Competency Modeling
Competency Assessment

9. ADVANTAGE
Critical incidents provide dramatic demonstrations of the impact of behavior.
Does not force the respondents into any given framework.
Flexible method.
They are easy and economical to develop and administer.
Critical incidents can measure abstract constructs such as motivation through
their demonstration in reported behavior.
When the data are collected through an anonymous survey approach,
protecting their identity.

10. DISADVANTAGE
In critical incidents, reports of behavior are filtered through the lenses of
individuals’ perceptions, memory,honesty and biases, and therefore may not be
entirely accurate.
It can be time-consuming and laborious to summarize and analyze the data.
Negative incidents may be more noticeable than positive incidents.
It results in very close supervision which may not be liked by the employee.
The recording of incidents may be a chore for the manager concerned, who may be
too busy or forget to do it .