人力资源管理专业英语 教学课件 作者 詹婧 等 Chapter 6 Performance Evaluation.ppt

6.4. Potential problems and solutions in  performance evaluation ①The halo effect Halo effect occurs when the raters assign ratings of specific ratee qualities on the basis of an overall general impression of the rate. Halo effect can be either positive or negative, meaning that the initial impression can cause the ratings to be either too low or too high. 6.4. Potential problems and solutions in  performance evaluation ②Leniency or harshness error Performance evaluations require the raters to judge the subordinates objectively. However, being objective is so hard for each rater for everyone has their own rose-colored glasses with which they will “objectively” view subordinates. Thus, leniency or harshness error may occur in raters’ evaluations of their subordinates. 6.4. Potential problems and solutions in  performance evaluation ③Personal bias error Appraiser’s personal characteristics may influence the evaluation of ratees, such as age, sex, race and so on. ④Contrast effects When supervisors conducted the individual evaluation, each employee should not be influenced by other employees’ performance rating. However, in some cases it really does. ⑤Central tendency error When supervisors are rating subordinates with average scores, avoiding using high or low ratings, the central tendency happens. 6.4. Potential problems and solutions in  performance evaluation 4.How to avoid appraisal problems 如何避免评价中的问题 For one thing, it will be a good idea for rater to understand these potential problems and the solution for each. For another thing, find a right appraisal tool. Thirdly, a popular way to improve manager’s ability to conduct effective performance appraisals is to train supervisors. 6.4. Potential problems and solutions in  performance evaluation A fourth solution---try to attain the understanding of employees---is worthwhile for raters to conduct the evaluation effectively. A fifth way is to use mul