Scribd Logo
Upload

Welcome to Scribd!

  • 175 views

    Performance Appraisal 8

    Uploaded by

    Pooja Demblani
    The document discusses common errors in performance appraisal processes such as halo errors, leniency errors, and central tendency errors. It also provides strategies for improving appraisal accuracy such as defining job performance, using multiple raters, improving appraisal formats, selecting appropriate raters, understanding how raters process information, and training raters to reduce errors. Specific training methods mentioned include rate-error training, performance dimension training, and performance standard training.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd

    Performance Appraisal 8

    Uploaded by

    Pooja Demblani
    175 views9 pages
    The document discusses common errors in performance appraisal processes such as halo errors, leniency errors, and central tendency errors. It also provides strategies for improving appraisal accuracy such as defining job performance, using multiple raters, improving appraisal formats, selecting appropriate raters, understanding how raters process information, and training raters to reduce errors. Specific training methods mentioned include rate-error training, performance dimension training, and performance standard training.

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPT, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document discusses common errors in performance appraisal processes such as halo errors, leniency errors, and central tendency errors. It also provides strategies for improving appraisal accuracy such as defining job performance, using multiple raters, improving appraisal formats, selecting appropriate raters, understanding how raters process information, and training raters to reduce errors. Specific training methods mentioned include rate-error training, performance dimension training, and performance standard training.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    175 views9 pages

    Performance Appraisal 8

    Uploaded by

    Pooja Demblani
    The document discusses common errors in performance appraisal processes such as halo errors, leniency errors, and central tendency errors. It also provides strategies for improving appraisal accuracy such as defining job performance, using multiple raters, improving appraisal formats, selecting appropriate raters, understanding how raters process information, and training raters to reduce errors. Specific training methods mentioned include rate-error training, performance dimension training, and performance standard training.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 9

    PERFORMANCE APPRAISAL

    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.

    CONT
    Leniency error: Consistently rating someone higher than is deserved. Severity error : Rating individuals consistently lower than deserved. Central tendency error: Avoiding extremes in rating across employees. Spillover error: Continuing to downgrade employee for performance errors in prior rating periods.

    STRATEGIES TO MEASURE JOB PERFORMANCE


    Defining job performance in terms of Task performance : How the employee perform the responsibility of their job Counter productive performance : Negative behavior employee 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

    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

    SELECT THE RIGHT RATERS


    Supervisor Peers Self Customer Subordinate 360-degree feedback

    UNDERSTAND HOW RATERS PROCESS INFORMATION


    Errors in rating process Errors in observation Errors in storage and recall Errors in actual evaluation

    TRAINNIG RATERS TO RATE MORE ACCURATELY

    Rate-error training : It include the following errors: severity error,


    leniency error and the central tendency error. central tendency error- This occurs when supervisors avoid rating their employees either very high or very low. OR Some supervisors tend to rank all employees at about average, regardless of an employee's performance. A supervisor who believes in never rating an employee as excellent is demonstrating central tendency error.

    Performance-dimension training : such as customer


    service he or she will likely be rated high on another performance dimensions such as leadership skills.

    Performance standard training

    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

    You might also like

    pFad - Phonifier reborn

    Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

    Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


    Alternative Proxies:

    Alternative Proxy

    pFad Proxy

    pFad v3 Proxy

    pFad v4 Proxy