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    Performance Appraisal

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    Šri Šiddhi
    The document discusses various limitations and biases that can occur in annual performance appraisals, including halo effects, leniency biases, recency/primacy effects, spillover effects, central tendency biases, perceptual set biases, rater effects, and status effects. These biases can lead appraisals to not yield desired results and leave employees feeling bitter, dejected, and depressed for months. Addressing these biases is important to conducting fair and meaningful performance evaluations.

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    Performance Appraisal

    Uploaded by

    Šri Šiddhi
    9 views10 pages
    The document discusses various limitations and biases that can occur in annual performance appraisals, including halo effects, leniency biases, recency/primacy effects, spillover effects, central tendency biases, perceptual set biases, rater effects, and status effects. These biases can lead appraisals to not yield desired results and leave employees feeling bitter, dejected, and depressed for months. Addressing these biases is important to conducting fair and meaningful performance evaluations.

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    PERFORMANCE APPRAISAL.pptx

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    The document discusses various limitations and biases that can occur in annual performance appraisals, including halo effects, leniency biases, recency/primacy effects, spillover effects, central tendency biases, perceptual set biases, rater effects, and status effects. These biases can lead appraisals to not yield desired results and leave employees feeling bitter, dejected, and depressed for months. Addressing these biases is important to conducting fair and meaningful performance evaluations.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    9 views10 pages

    Performance Appraisal

    Uploaded by

    Šri Šiddhi
    The document discusses various limitations and biases that can occur in annual performance appraisals, including halo effects, leniency biases, recency/primacy effects, spillover effects, central tendency biases, perceptual set biases, rater effects, and status effects. These biases can lead appraisals to not yield desired results and leave employees feeling bitter, dejected, and depressed for months. Addressing these biases is important to conducting fair and meaningful performance evaluations.

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    of 10

    PERFORMANCE

    APPRAISAL

    PART-3
    W. Edwards

    LIMITATIONS

    “Annual performance review


    leaves people bitter, dejected,
    depressed and in despair for
    months”
    Halo Error

    Elements (PA not Central Tendency


    yield the desired Leniency or Strictness
    results)
    Spillover Effect
    Primacy & Recency Efforts
    Perceptual Set
    Rater Effect
    Status Effect
    Positive
    impression

    Halo effect(Halo Higher


    equity
    Error)
    More trust
    & better
    value

    HORN Negative impression


    EFFECT
    lower equity
    Low trust & Less value
    Leniency

    • Raters may be rated vert strictly or leniently.


    Recency and primacy
    • Based on recent r past behaviour

    SPILLOVER
    Based on past PA ratings unjustifiably influence current ratings.
    CENTRAL TENDENCY(avg of all data)
    If you don’t have any knowledge about employees and it is alt of
    leniency effect
    PERCEPTUAL SET
    • Rater assessment is influenced by previously held benefits.
    RATER EFFECT
    Based on rater attitude towards the rate not on actual outcomes or
    behaviour.
    Favouritism, hostility.
    STATUS EFFECT
    • Over ratting of employees or underrating of employees.

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