The leniency error can render an appraisal system ineffective. If everyone is to be rated high, the system has not done anything to differentiate among employees. v. Central tendency: An alternative to the leniency effect is the central tendency, which occurs when appraisers rate all employees as average
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1. Judgement errors: People commit mistakes while evaluating people and their performance. Biases and judgments errors of various kinds may spoil the show. Bias here refers to distortion of a measurement. These are of various types: First impressions (primacy effect): The appraiser’s first impression of a candidate may color his evaluation of all subsequent behavior...
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Developing A Performance Appraisal System In order for a good appraisal system to become a productive tool for the organization, there must be trained managers and supervisors to conduct the appraisals...	4 / 907
Performance Appraisal Through performance appraisals, if conducted correctly, the employee receives constructive criticism, possible training, help, and guidance in climbing the corporate ladder...	2 / 503
DEVELOPING AN APPRAISAL SYSTEM There are the one-way assessments, which is basically feedback from supervisor to supervisee. The interactive process is when both parties complete the appraisal form and then come together to identify points of agreement and disagreement about the employee’s performance...	2 / 435
Performance Appraisal Survey Analysis In practice, however, the problems associated with the design and implementation of formal performance appraisal systems are well documented and continue to frustrate both practitioners and academics...	4 / 879