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PERFORMANCE APPRAISAL

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COMMON ERRORS IN APPRAISAL PROCESS

Halo error :Gives rating on all jobs based on

performance in just one job function.

Horn error :Down grading an employee based

on one poor performance.

First impression error : Developing a negative

and positive opinion of an employee early in the

review Recency error: Allowing either good or poor

performance to play large role for entire period.

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CONT

Leniency error: Consistently rating someonehigher than is deserved.

Severity error : Rating individuals

consistently lower than deserved.Central tendency error: Avoiding extremes in

rating across employees.

Spillover error: Continuing to downgradeemployee for performance errors in priorrating periods.

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STRATEGIES TO MEASURE JOB PERFORMANCE

Defining job performance in terms of

Task performance : How the employee perform theresponsibility of their job

Counter productive performance : Negative behavioremployee show.

Measuring job competencies or personal competencies

Identifying best appraisal format

Using multiple raters(supervisors ,peers

,subordinates , customers ,self) Translating information about job performance to

performance ratings

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IMPROVE APPRAISAL FORMAT

Methods of ranking :

Straight ,alternate ranking and paired

comparison

Rating scale with absolute standards

Rating scale with behavior scale indicators

Management by objectives Essays

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SELECT THE RIGHT RATERS

Supervisor

Peers

SelfCustomer

Subordinate

360-degree feedback

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UNDERSTAND HOW RATERS PROCESS

INFORMATION

Errors in rating process

Errors in observation

Errors in storage and recall Errors in actual evaluation

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TYING PAY TO SUBJECTIVELY APPRAISED

PERFORMANCE

Measuring the performance by behavior

,competencies or traits

Setting some continuum of different levels

from low to high on performance measures

How much merit increase given for different

level of performance

Merit grid combine three variables like level

of performance , position in pay range and

merit increase percentage