HR 12
HR 12
HR 12
CHAPTER -16
Performance Appraisal
Introduction
5. Forced Choice Method:In the forced choice method, the reviewer is given
a number of statements that apply to the employee, and the reviewer must
decide whether each statement is true or false. In other words, the reviewer
is forced to make a choice.
4. Assessment Centre Method: These are basically meant for evaluating the
potential of candidate to be considered for promotion , training or development.
In this approach, individuals from various departments are brought together to
spend two or three days working on an individual or group assignment similar
to the ones they would be handling when promoted. Observers rank the
performance of each and every participant in order for merit. In basket exercise,
role playing, transactional analysis, speech making for testing job candidates.
Bias in Performance Appraisal
4. Similarity Error: When evaluators rate other people in the same ways that
the evaluaters perceive themselves .
6. Recency Effect:Recency bias occurs when the manager bases the evaluation
on the last few weeks or months rather than the entire evaluation period. It's
important to consider the employee's performance during the entire review
period when completing the performance review form
Bias in Performance Appraisal
9. Perceptual Set: This occurs when the raters’ assessment is influenced by his
belief. If the supervisor for example has a belief that employees hailing from
one particular region are intelligent and hard working, his subsequent rating of
an employee hailing from that region tends to be favouraly high.
Bias in Performance Appraisal
10. Spill-Over Effect: This refers to allowing past performance appraisal rating
to unjustifiably influence current ratings, past ratings, good or bad, result in
similar rating for the current period although the demonstrated behaviour does
not deserve the rating, good or bad.
11. First Impression Error: It is the rater’s tendency to let their first
impression of an employee’s performance carry too much weight in evaluation
of performance over an entire rating period.
12. Contrast Error: When a rater unintentionally compares people with one
another. Suppose a rater is evaluating three employees and one of them is an
outstanding performer . Observing the high performer may raise the rater’s
expectation so that he give the other two employees low ratings even though
their performance is above average.
Bias in Performance Appraisal
1. The manager has a belief that employees hailing from Punjab are
intelligent and hardworking and thus rates an employee hailing from
Punjab to be very high. This is an example of
a. Leniency or strictness
b. Horn effect
c. Central tendency
d. Perceptual set
QUESTION & ANSWERS
a. HR managers
b. Employees
c. supervisors
d. All whoa re directly contact with the ratee
QUESTION & ANSWERS
a. Past performance
b. Present performance
c. Future performance
d. Past and present performance
QUESTION & ANSWERS
1. d
2.c
3.a
4.d
5.d
6.d
7.d
Thank You