Purchase Solution

Performance Appraisal: Importance and Errors

Not what you're looking for?

Ask Custom Question

Please assist me with information concerning the attached article. I would like to have 500-700 word explanation.

According to Dulebohn & Ferris (1999) performance appraisal represents a central function of human resources management and has remained an important topic of investigation among organization research.
According to Milkovich et al (2014) there are several factors that can lead to inaccurate appraisals, one of the seven listed is spending too little time on preparations of appraisals.

The "FIRST IMPRESSION ERROR" and little time spent on rating the performance appraisal contributed to the situation of a staffing agency my friend works at, an argument started between an office employee (rater) and the field employee(ratee) because the field employee found out that he was rated poorly in almost all of his performance. When he confronted the rater's evaluation of his performance, he found out that he was rated poorly for failing to wear his uniform. This rater never wants to see any field employee not on their uniform when they come into the office. As the argument heated up, the field employee reported that nobody came out to the field to rate his performance and without coming to his work station, the rater would not know how he performed on the job. Finally the management found out that he was rated poorly based on the one time he came into the office without his uniform. The rater did not make an effort to observe or pay attention before rating the employees. The agency had to start all over with the ratings, but this time they sent the rater to the field and also asked them to inquire from other field employees on how their colleague is doing on the job before rating them.
The "FIRST IMPRESSION ERROR" took place in this situation, the rater had a negative opinion of the ratee just because he missed to wear his uniform, and he was rated poorly for that reason.

Reference
Dulebohn, J.H. and Ferris, G.R. (1999), "The role of influence tactics in perceptions of performance evaluations' fairness", Academy of Management Journal, Vol. 42, pp. 288-303.
Milkovich, G., Newman, J., & Gerhart, B., (2014). Compensation. New York, NY: The McGraw-Hill.

Purchase this Solution
Solution Summary

This reports is an analysis of a situation in which performance appraisal was conducted ineffectively. - performance rating criteria were not set, the employees were not informed on how they will be rated, and the supervisor/rater is not aware of the effective way of conducting the appraisal. As such, his first impression about the field worker diluted the rating or score he provided. The case further noted that there was no enough preparation made before the performance appraisal was conducted.

This reporter proposed that performance appraisal should be well planned - set of criteria ( and the corresponding weights ) should be determined before the start of the appraisal. While the employees should be oriented on the components of the performance appraisal system, those who are involved in rating the employees should also be well trained to ensure objectivity in determining the ratings to be given. This is important because critical human resource management decisions are dependent on results of performance appraisal.

Solution Preview

PERFORMANCE APPRAISAL: IMPORTANCE AND ERRORS

Importance of performance appraisal

The case emphasizes that performance appraisal is a central function of human resource management. This could have been because many human resource management decisions are dependent on the results of performance appraisals. These include decisions on compensation, promotion, transfer, and training of employees. Results of performance appraisal as compared to a previous appraisal conducted can be one of the bases of determining salary increases and promotion to a more challenging job.
Strengths and weaknesses of an employee may be identified from a well-planned and properly conducted performance appraisal. Weaknesses identified may form a basis of planning training programs that may be conducted. Strengths and weaknesses identified may also form a basis of decisions on the appropriate ...

Solution provided by:
Elisa Valdez, PhD
Education
  • Bachelor of Science in Business Administration, University of the Philippines
  • Master in Business Administration, Saint Mary's University
  • Doctor of Philosophy in Education, University of the Philippines
  • Doctor in Business Adminstration (IP), Polytechnic University of the Philippines
Recent Feedback
  • "Excellent information thanks for the input"
  • "Thank you"
  • "Very thorough and informative. Thank you."
  • "Good response. Very detailed"
  • "This solution is excellent. Thank you"
Purchase this Solution
Free BrainMass Quizzes
Cost Concepts: Analyzing Costs in Managerial Accounting

This quiz gives students the opportunity to assess their knowledge of cost concepts used in managerial accounting such as opportunity costs, marginal costs, relevant costs and the benefits and relationships that derive from them.

Balance Sheet

The Fundamental Classified Balance Sheet. What to know to make it easy.

Accounting: Statement of Cash flows

This quiz tests your knowledge of the components of the statements of cash flows and the methods used to determine cash flows.

Business Ethics Awareness Strategy

This quiz is designed to assess your current ability for determining the characteristics of ethical behavior. It is essential that leaders, managers, and employees are able to distinguish between positive and negative ethical behavior. The quicker you assess a person's ethical tendency, the awareness empowers you to develop a strategy on how to interact with them.

Change and Resistance within Organizations

This quiz intended to help students understand change and resistance in organizations

View More Free Quizzes
Related BrainMass Solutions

  • Errors in the performance appraisal process

    There are several errors in the performance appraisal process.

  • Rater Bias and Halo Errors

    463244 Rater Bias and Halo Errors With performance appraisals there are several common terms. Please describe the difference between rater bias and halo errors. How can these issues be prevented?

  • Performance and talent management (appraisal methods)

    What performance appraisal method would you recommend and why? Greetings. First, on behalf of BrainMass I would like to thank you for choosing this service.

  • Performance Appraisal

    Ø Errors in rating & evaluation: Personal bias such as halo effect and stereotyping in the rating of employees may also result into the error in rating and evaluation, which further affects the performance appraisal program in a significant manner

  • Case: 360-Degree Feedback on the Internet

    Since these appraisals are conducted by people they are still subject to human judgment errors while evaluating people and their performance.

  • Flawed Performance Appraisal Process

    The major cause of these rater errors is a lack of training. Untrained raters are more likely to commit more performance appraisal mistakes, thereby eroding employee confidence in the performance appraisal system" (Roberts and Pregitzer).

  • Management of Human Resources in Public Safety Organizations

    Sources of error in performance appraisal There are different errors done by the managers as it is a accepted thing that humans are prone to make errors (Smart Church, 2015).

  • Types of Performance Appraisal Systems

    The weights give to different performance appraisal criteria communicates the relative importance of goals. 4. The performance appraisal systems made the employee more focused. 5.

  • Training Development Performance

    Clear communication is always vital in an organization and the importance of that type of communication is always enhanced during an appraisal process.

View More Related Solutions