PROBLEMS OF PERFORMANCE

APPRAISAL

BASIC TYPES OF PROBLEMS

JUDGEMENT ERROR POOR APPRAISAL FORMS LACK OF RATERS PREPAREDNESS

INEFFECTIVE ORGANISATIONAL POLICIES & PRACTICES

JUDGEMENT ERRORS

Errors committed while making decisions, due to biases & prejudices are judgement errors.

judgement errors
FIRST IMPRESSION (PRIMACY EFFECT): The appraisers first impression of a candidate may colour his evaluation. Positive primacy effect- Candidate cant do a wrong thing. Positive primacy effect- Candidate cant do a thing right. HALO ERROR: One aspect of candidate covers up all other aspects.

eg. If appraiser deduces the worker to be good on the basis of his dress sense.

judgement errors
HORN EFFECT Raters bias is in other direction.

eg. Candidate doesnt smile at all so he cant mix with other people.

judgement errors
STEREOTYPING It occurs when a rater creates a mental picture because of the age, sex, religion, caste etc. CENTRAL TENDENCY When rater rates the candidates as average employees.
Recency effect A current performance is given more then the required weightage.

POOR APPRAISAL FORMS

Bad appraisal forms are responsible for bad evaluation.

Following factors may make the form bad: 1. 2. 3. 4. Unclear rating scale. Ignored important job aspects. Unnecessary performance dimensions. Too long or complex forms.

LACK OF RATERS PREPAREDNESS

A rater may be unprepared due to: No proper training Lack of time. Confusion due to vague objectives.

INEFFECTIVE ORGANISATIONAL POLICIES & PRACTICES

Sometimes organisational policies demotivate the whole appraisal process. Some malpractices are: no reward to rater negative attitude of rater. colleagues rating themselves. negative attitude of management.