Final answer:
Performance management systems require high validity and specificity for accurate assessments.
Explanation:
Validity and specificity are crucial in performance management systems. High validity indicates that the system measures what it intends to measure accurately. On the other hand, low specificity means that the ratings do not differentiate well between different performance levels even when carefully done. An example of this could be a performance appraisal system that gives high validity results but lacks the ability to distinguish between varying levels of performance effectively.
Learn more about Performance management systems here:
https://brainly.com/question/33495445
