Assess the employee in light of the job, not the work of others in different positions. Because we know that rating errors can occur, what do we do about it? No Baseline It's impossible to fairly assess an employee's performance without a baseline of what can reasonably be expected.
The employee misses out on opportunities for professional growth, and the employer fails to tap the worker's potential.
In severity error, a supervisor tends to rate an employee lower than what her performance warrants. But proper determination of pay grades is often overlooked as many companies focus instead on salary survey data. A second common error is known as the leniency error. Prepare for the review in advance. When thinking about performance appraisals, it is essential to look at the rater. Smart Church Management This book is perfect for Executive Pastors or Business Administrators who need help managing the day-to-day operations of a church. Perceived Meaning o Perceived meaning becomes an issue when appraisers do not agree on the meaning of the rating criteria. Performance appraisals are a common area where our human tendencies can appear full force. Central tendency. When done properly, however, performance appraisals are a balanced and accurate assessment of an employee's performance and a good point from which to set future goals. Stereotyping o Stereotyping is the tendency to apply the same generalizations to all members of specific social groups.
They remember to listen and promote 2-way communications. Explain the purpose of each part of the process.
Likeness and Stereotyping "Like me" bias and stereotyping are closely related errors in employee appraisal. Church Quality This book provides practical steps to improve how the process of work gets done. Humans tend to view some traits as more important than other traits.
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