ELEMENTS THAT CONTRIBUTE TO BIASES ON

PERFORMANCE APPRAISAL
1. FIRST IMPRESSION ( PRIMACY
EFFECT)
2. HALO EFFECT AND HORN EFFECT
3. STRICTNESS, LENIENCY AND
CENTRAL TENDENCY BIAS
4. PERSONAL BIAS
5. RECENCY BIAS
6. THE SIMILARITY BIAS


FIRST IMPRESSION ( PRIMACY EFFECT)

Tendency supervisor to make first thought, mental image, opinion or
memory that someone makes on first sight.

Example :-
During the first couple weeks of working, a new employee of yours
shows great enthusiasm for the job, and makes a lasting positive
impression on you. From then on, your judgment of the individuals job
performance is affected by your initial positive impression of the
person, leading to inflated ratings of performance.


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Halo Effect
Defined as the influence of a
raters general impression on
ratings of specific rate qualities.
rater gives the subordinates good
grades although their
performances are not worthy.
Example :- the supervisor gives
Employee X a glowing appraisal
because he is overly focused on
the individuals superb
communication and presentation
skills, while overlooking the fact
that the employee often fails to
meet his KPIs.
Horn Effect
Rater might give poor grade
although ratees performance is
worthy
Appraisers have tendencies to
view negatively all behaviors or
actions of a subordinate because
the superior dislikes a particular
behavior or action of the
subordinate.
STRICTNESS BIAS LENIENCY BIAS CENTRAL TENDENCY BIAS
opposite of the leniency
in which raters give
unfavorable or poor
appraisal regardless of
actual performance level
of the ratees.
Some raters called tight
raters have very high
evaluation standards.
Example :-
The highest I would
give is ninety (out of a
hundred).

leniency errors may
result from the purpose
of giving high rating
Tendencies to give top
rating to all subordinates
unless they have a clear
deficiency, or they may
not want to adversely
impact the future of
subordinates.

Rather than giving
extreme poor or good
grades, there is a
tendency on the past of
some raters to evaluate
all raters as average
score even if
performance actually
varies.
Example:-
if the appraisal scale
ranges 1 to 8, appraisers are
willing to avoid giving high
score
(7, 8) and low score (1 and
2). So, they do evaluate
most of the employees
between 4 to 6

PERSONAL BIAS RECENCY BIAS SIMILARITY BIAS
Personal beliefs, attitudes,
assumptions, experiences,
preferences and lack of
understanding about a
person, class or a
phenomenon can lead to an
unfair evaluation which is
off from reality
Examples of personal bias
include a bias against a race,
ethnicity, religion, age, sex,
or assuming that certain type
or class of people are not
suitable to perform a specific
job or function etc.
Based on specific period -
quarterly, annually etc.
Person who has worked
very hard and excelled
throughout the year, but
for some inadvertent
reasons had faced
performance issues in
the last weeks or month
may at times get a poor
appraisal from the
supervisor.
Example:- An employee
before have good
performance in his/her
career, but two days
before performance
appraisal will conduct
he/she was come late to
work for one hour.
Tendencies to give better
rating to those
subordinates similar to
themselves in behavior,
personality or
background.
Example:- Individual Y
have same attitude to
her/his employers
son/daughter.