performance appraisal in human resource management

1. Performance appraisal in human resource management
Common errors in job performance
1. Standards are not clear:
Necessary to distinguish clearly request at each level: excellent, good, average, poor
is what. What job they can do and how specific skills are classified as excellent?
Different people will understand and apply differently for standards of excellent,
good, average and poor.
In case without specific classification guide with unclear criteria, the same employee
may be assessed at different levels. This will reduce the accuracy and efficiency of
job performance evaluation of employees.
2. Bias error:
Represent while the overall assessment for the work implementation of the staff,
personnel just based on a certain standard or a certain primary focus area.
The reviewer can often be affected by factors such as the match between the
personality, preferences, impression in appearance, impression in competency or even
the contradiction between evaluator and staff.
3. Trend of average error:
Tendency to evaluate employees on average, neither the best person, nor the worst
one.
If there is the phenomenon of this review is due to the standard of evaluation is not
clear, the reviewer have mistakes on the average, avoid risk, afraid to rank for
someone to be excellent or weak.
4. Trends in extremes error
Personnel tend to evaluate employees in too high or too low way. All employees will
be evaluated as good or even bad at all.
5. Prejudice error:
The reviewer tend to rank staff according to the personal felling. An impression of the
reviewer on staff or personal characteristics such as age, race, appearance, gender, can
also affect the evaluation results.
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