This preview shows pages 5–7. Sign up to view the full content.
6.3.1.How to avoid Appraisal Problems I. Improving validity and reliability of performance criteria Validity problem–performance criteria are intended to accurately or objectively measure the performance and potential of employees. When more subjective criteria are used, the appraisal becomes less valid for decision making and career guidance. The most common validity errors are caused due to the hallo effect, the recent behavior bias, the central tendency and the similar to me errors. Reliability problems:Appraisals may lack reliability because of the inconsistent use of differing standards and lack of training in appraisal techniques. II. Adopting multiple appraisal and different timing Because of bias and hello effects, it may be more useful to adopt multiple rather than single appraisal techniques. While the ratings of one appraisal may not be valid, the overall pattern of several ratings provides an indication of overall performance and potential for development. Appraisal can be improved by being done several times a year rather just once. This overcomes the bias of regency. III. Providing better feedback The result of the appraisal , along with suggestions for improvement , should be communicated to the appraised as soon as possible .the skill with which the appraiser handles the appraisal feedback is the factor in determining whether the appraisal program is effective in changing employee behavior or not.
has intentionally blurred sections.
Sign up to view the full version.