ERROR IN PERFORMANCE

APPRAISALName- MAYURI SALVE

Roll no- 151

PGDM- 3

ERRORS IN PERFORMACNCE APPRAISAL

• Similarity:Managers sometimes rate employees more favorably if the employees consistently perform job

functions in the same style or by using the same process as they do.

Instead, managers should focus on the outcome whether the employee was able to achieve the desired results in an acceptable way

• Recency: Focusing only on recent performance within the evaluation period

Most of the time managers consider only past 3-4 months performance, rather than the complete appraisal cycle

ERRORS IN PERFORMACNCE APPRAISAL

• SCORING ERROR: Common occurring error when manager’s rate too many performance objective on one part of

rating scale

As a result a employee may not get clear areas where he need to improve, can result in dissatisfaction

• Negative Approach: Sometimes managers begin with negative feedback

Even though employees performance is not good, but acting negative from start can put employee in defensive

ERRORS IN PERFORMACNCE APPRAISAL

• Annual vs. Ongoing ReviewsAnnual reviews must cover 12 months of performance, while ongoing reviews

focus on smaller blocks of timeWith ongoing reviews, managers can discuss performance goals and offer feedback

in a timely manner to help improve the employee's performance on the fly

• Insufficient ListeningManager’s job is not only to provide feedback but to also listen to opinion of

employeeEmployee has a right to respond to represented to them, during evaluation

ERRORS IN PERFORMACNCE APPRAISAL

• Positive Generalization:An employee performing extra task, may not perform in certain areas

As a result employee should be revaluated based over all performance

• Negative Generalization:An employee’s unprofessional behavior in one area can impact other areas

As a result performance should be evaluated separately of different area

ERRORS IN PERFORMACNCE APPRAISAL

• Central Tendency Error: Avoid making “extreme” judgments of employee performance resulting in rating all employees in the

middle part of a scale

Generally happens when manager not comfortable with conflict or behavior or Manager forcefully rates to middle scale

• First Impression: An employee’s first impression carries too much weightage in performance evaluation over entire rating

period

An employee performing high during his start, can actually lose an momentum in between, by which evaluation may not be baised

Corrective Steps:

• Evaluation should be done depending on his experience & priority of task

• Annual performance should be consider for appraisal

• Timely feedback should be provided to employees

• Performance objective should be defined properly

• Never start a decision with negative point

THANK YOU