DESCRIBE SOME COMMON RATING ERRORS IN PERFORMANACE APPRAISAL?HOW DOES THE PERSONAL BIAS OF THE APPRAISER AFFECT PERFORMANCE APPRAISAL?
From India, Mumbai
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4From India, Mumbai
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I think one error that we could actually locate in performance appraisals is when the performance appraisal system is not objective. Meaning you rate the person based on how you see them, unlike if you have a performance appraisal that is based on performance targets, it would be a lot more objective.
What I mean is that the boss and the subordinate should sit together and discuss the subordinate's performance targets for the next 6 months or 3 months. Then, deadlines and procedures on how to proceed should be established. At least every quarter, you should discuss the targets that have been accomplished and how you plan to achieve the remaining targets that were not met.
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What I mean is that the boss and the subordinate should sit together and discuss the subordinate's performance targets for the next 6 months or 3 months. Then, deadlines and procedures on how to proceed should be established. At least every quarter, you should discuss the targets that have been accomplished and how you plan to achieve the remaining targets that were not met.
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Hi!
Subjectivity and bias are almost always present in any human activity. In philosophy, it is said that whenever something is "expressed" by a subject, such expression is "subjective." Bias can be a preferential (positive) or negative (dislike) treatment of one over the other (whether person or a thing), for whatever reason. A subjective judgment (e.g., performance rating) can transform into positive or negative feedback on the person being evaluated, depending on what was given as a "rating" by the rater/superior.
That's why in our system, we are trying to move closer to quantifiable performance indicators and targets. We believe that when parameters are easily understood, measured, and/or quantified, it can greatly reduce subjectivity and possibly bias in the evaluation process.
Best wishes,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Subjectivity and bias are almost always present in any human activity. In philosophy, it is said that whenever something is "expressed" by a subject, such expression is "subjective." Bias can be a preferential (positive) or negative (dislike) treatment of one over the other (whether person or a thing), for whatever reason. A subjective judgment (e.g., performance rating) can transform into positive or negative feedback on the person being evaluated, depending on what was given as a "rating" by the rater/superior.
That's why in our system, we are trying to move closer to quantifiable performance indicators and targets. We believe that when parameters are easily understood, measured, and/or quantified, it can greatly reduce subjectivity and possibly bias in the evaluation process.
Best wishes,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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More than subjective biases, there is an inherent systemic bias in favor of the appraiser (the boss). For more, read this paper "Why Your Boss Is Programmed to Be a Dictator" at www.changethis.com.
The article shows how until we correct this systemic bias, we will not be able to correct the subjective bias.
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The article shows how until we correct this systemic bias, we will not be able to correct the subjective bias.
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Personal biases affect the performance appraisal because when a person appraises his subordinate, he is aware of all aspects of the subordinate's profile, such as job knowledge, behavior, and attitude. However, biases arise when a person has more than one subordinate because the appraiser may consider who directly follows instructions or requires less effort to manage. Many times, superiors are biased in their assessments and appraise individuals who may not be as competent as others. This behavior and attitude play a negative role, leading to less dedication from competent employees and reduced motivation.
From India, Bhopal
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From India, Bhopal
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Sample Performance Appraisal rating form.doc