人力资源双语ch09 performanceappraisal.pptVIP

Common Appraisal Problems Unclear Standards Halo Effect Bias Leniency or Strictness Central Tendency 4. Appraisal Problems 4. Appraisal Problems Unclear standards 绩效标准不明确 An appraisal that is too open to interpretation. A Graphic Rating Scale with Unclear Standards Note: For example, what exactly is meant by “good,” “excellent”, and so forth? Potential Appraisal Problems Halo effect 晕轮效应 Occur when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits. Central tendency 居中趋势 A tendency to rate all employees the same way, such as rating them all average. Strictness/leniency 过严或过宽 The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low. Bias 个人偏见 The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive. 5. How to Avoid Appraisal Problems Learn and understand the potential problems, and the solutions for each. Use the right appraisal tool. Each tool has its own pros and cons. Train supervisors to reduce rating errors such as halo, leniency, and central tendency. Have raters compile positive and negative critical incidents as they occur. 6. Appraisal feedback interview Supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths . Key Terms performance appraisal graphic rating scale alternation ranking method paired comparison method forced distribution method critical incident method behaviorally anchored rating scale (BARS) management by objectives(MBO) unclear standards halo effect central tendency strictness/leniency bias appraisal interview * * Prentice Hall, ? 2003 Prentice Hall, ? 2003 Prentice Hall, ? 2003 ? 2005 Prentice Hall Inc. All rights reserved. Prentice Hall, ? 2003 ? 2005 Prentice Hall Inc. All rights reserved. Performance management and appraisal Chapter 9 ? 2005 Prentice Hall Inc. All rights reserved. 8–* When you finish studyin