ERROR IN

PERFORMANCE
APPRAISAL
Name- 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 anacceptable 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 managers 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 Reviews

Annual reviews must cover 12 months of performance, while ongoing reviews

focus on smaller blocks of time

With 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 Listening

Managers job is not only to provide feedback but to also listen to opinion of
employee

Employee 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 employees 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 employees 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