June 2011
Intermediate to advanced
378 pages
14h 11m
English
Content preview from Performance Management Systems and StrategiesBecome an O’Reilly member and get unlimited access to this title plus top books and audiobooks from O’Reilly and nearly 200 top publishers, thousands of courses curated by job role, 150+ live events each month,
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BIASES IN PERFORMANCE APPRAISAL
In organizations, performance appraisal often suffers from the crisis of errors or biases. Such errors or biases can be primarily attributed to the lack of objectivity of the raters or the assessors. Organizations need to reduce such errors, else the purpose of performance appraisal gets defeated. Broadly, we can categorize performance errors/biases as follows:
- The halo effect and horn effect.
- Leniency error (loose rater).
- The error of strictness (tight rater).
- The central tendency error.
- The recency effect.
- The contrast error.
- The similarity (similar-to-me) effect.
The Halo and Horn Effect
Solomonson and Lance (1997) defined the halo effect as ‘the influence of a rater's general impression on ratings of specific ...
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O’Reilly covers everything we've got, with content to help us build a world-class technology community, upgrade the capabilities and competencies of our teams, and improve overall team performance as well as their engagement.Julian F.
I wanted to learn C and C++, but it didn't click for me until I picked up an O'Reilly book. When I went on the O’Reilly platform, I was astonished to find all the books there, plus live events and sandboxes so you could play around with the technology.Addison B.
I’ve been on the O’Reilly platform for more than eight years. I use a couple of learning platforms, but I'm on O'Reilly more than anybody else. When you're there, you start learning. I'm never disappointed.Amir M.
I'm always learning. So when I got on to O'Reilly, I was like a kid in a candy store. There are playlists. There are answers. There's on-demand training. It's worth its weight in gold, in terms of what it allows me to do.