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    HMR Discussion 2-Liao Kar Sui

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    yusharnida
    The document summarizes six common problems that can occur in performance appraisals in organizations: 1) Compare or contrast error where employees are unfairly compared based on strengths and weaknesses. 2) Halo effect where managers rate all factors of an employee the same based on an overall impression. 3) Recency error where recent performance is weighted more heavily than performance over the full rating period. 4) Central tendency error where managers avoid extreme ratings and rate all employees in the middle. 5) First impression error where initial impressions carry too much weight over the full evaluation period. 6) Similar-to-me error where managers are biased towards rating employees similar to themselves more favorably.

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    HMR Discussion 2-Liao Kar Sui

    Uploaded by

    yusharnida
    17 views2 pages
    The document summarizes six common problems that can occur in performance appraisals in organizations: 1) Compare or contrast error where employees are unfairly compared based on strengths and weaknesses. 2) Halo effect where managers rate all factors of an employee the same based on an overall impression. 3) Recency error where recent performance is weighted more heavily than performance over the full rating period. 4) Central tendency error where managers avoid extreme ratings and rate all employees in the middle. 5) First impression error where initial impressions carry too much weight over the full evaluation period. 6) Similar-to-me error where managers are biased towards rating employees similar to themselves more favorably.

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    HMR Discussion 2-liao kar sui

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    The document summarizes six common problems that can occur in performance appraisals in organizations: 1) Compare or contrast error where employees are unfairly compared based on strengths and weaknesses. 2) Halo effect where managers rate all factors of an employee the same based on an overall impression. 3) Recency error where recent performance is weighted more heavily than performance over the full rating period. 4) Central tendency error where managers avoid extreme ratings and rate all employees in the middle. 5) First impression error where initial impressions carry too much weight over the full evaluation period. 6) Similar-to-me error where managers are biased towards rating employees similar to themselves more favorably.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    17 views2 pages

    HMR Discussion 2-Liao Kar Sui

    Uploaded by

    yusharnida
    The document summarizes six common problems that can occur in performance appraisals in organizations: 1) Compare or contrast error where employees are unfairly compared based on strengths and weaknesses. 2) Halo effect where managers rate all factors of an employee the same based on an overall impression. 3) Recency error where recent performance is weighted more heavily than performance over the full rating period. 4) Central tendency error where managers avoid extreme ratings and rate all employees in the middle. 5) First impression error where initial impressions carry too much weight over the full evaluation period. 6) Similar-to-me error where managers are biased towards rating employees similar to themselves more favorably.

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    © All Rights Reserved
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    of 2

    Name : Liao Kar Siu (B21761078)

    1. Explain SIX (6) problems in performance appraisal in an organization.

    First problem in performance appraisal is compare or contrast error. This is mean that employee
    being compare on their ability on strength or weaknesses. It was not fair to compare employee
    by this way because everyone has their strength, maybe some of them good on creativity and
    some of them good on writing skill. They should be encouraged to do better but not compare
    each other weakness.

    Second problem is halo effect. Sometime some of the manager will evaluate an employee
    through their feeling. A manager gives a same rating to each factor being evaluated to an
    individual. For example, a manager rates a high performance for an employee will lead to rate a
    high rating for his attitude, quality of working and other. It makes them cannot differentiate
    performance of an employee probably and fail to pay effort on improvement of a worker.

    Third problem is recency error. Recency error is rater’s tendency to allow more recent incidents
    of employee behaviour to carry much weight in evaluation performance over an entire rating
    period. Manager focus evaluate an employee based on their recent performance only. For
    example, manager evaluate an employee have a bad performance due to negative incident
    occur this few days even it have a good performance on last few years.

    Fourth problem is central tendency error. It happens when rater’s tendency to avoid making
    “extreme” judgement of employee performance, so he rates all employee performance in the
    middle part of a skill. For example, a manager wants to avoid low mark dealing with employee
    behavioural issue and he evaluate all people in middle scales performance and behavioural.
    Evaluation of employee become not accurate by this method.

    Fifth problem is first impression error. This error happens when a manager tendency to let their
    first impression carry too many evaluations and judgement of performance on an employee in
    the entire evaluation period. First impression cannot be used to evaluate a people performance
    and attitude. This may cause a mistake on a manager blind on first impression to the actual
    performance. For example, a people with a polite attitude in first impression does not mean that
    they can done a job well.

    Last problem is similar-to-me error. This error mean that a manager’s tendency is biased in
    performance evaluation toward people who seen like themselves. A manager cannot rate a
    people above average when he saw an employee have a similar attitude as himself. He cannot
    expect that people who seem like same as himself will have a good performance.

    2. Give an example of a performance appraisal used by an actual (real) company.


    One of the companies use performance appraisal is company Adobe which build a new
    Check-in model, where managers and employees have frequent conversations about
    expectations tied to corporate priorities, ongoing feedback and career and personal
    development through this model. It is used to replace annual review that only can tying an
    employee’s performance to one annual review. This model empowered employee to actively
    participate in their own success.
    Source from:

    The story of Adobe's revolutionary performance journey. Betterworks. (2021, November 25).
    Retrieved May 9, 2022, from https://www.betterworks.com/magazine/story-adobes-
    revolutionary-performance-journey

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