ERRORS OCCURRED IN PERFORMANCE APPRAISAL One of the biggest problems with performance appraisal is the fact that most people are not accurate raters of others’ performance . When an employee’s performance rating does not reflect their true or actual performance , we say a rater error has occurred . The most common rater errors are:• • • • •
Halo / Horn Effect Central Tendency Recency Leniency Bias ERROR
DEFINITION
Inappropriate generalizations from one aspect of an individual’s Halo/horns effect performance to all areas of that person’s performance
Central tendency
Recency effect
Attribution bias
EXAMPLE Manoj’s outstanding writing ability caused his supervisor to rate him highly in unrelated areas where his performance was actually mediocre.
Because Rahul had a concern The inclination to rate people in that he would not be able to deal the middle scale even when their with confrontation during an performance clearly warrants a appraisal session, he rated substantially higher or lower rating all of his employees as “Meets Expectations.”
The tendency of minor events that have happened recently to have more influence on the rating than major events of many months ago
Sudha kept no records of critical incidents. When she began writing the appraisals for her employees she discovered that she could only recall examples of either positive or negative performance for the last two months.
The tendency to attribute performance failings to factors under the control of the individual
Reema , attributes the successes of her work group to the quality of her leadership and the failings