Performance appraisal is a critical HR process yet often yields unnerving experience for both employees and their supervisors. Though several systematic methods and approaches are available to assess employee performance, the element of subjectivity cannot be completely eliminated from the process. Human judgment is far from perfect and this weakness is an important factor behind the controversies associated with performance appraisals.
Human performance is largely a qualitative phenomenon and cannot be precisely measured quantitatively. Though quantifying performance elements can make the overall process more objective, but not exact or perfect. After all, human behaviour is a complex phenomenon - far more perplexing than the measurement problems in Physics - weight and length etc. High precision in performance measurement for most of the jobs is a mere illusion.
Apart from the inexactness of measurement, a few cognitive and perceptive problems often cause the raters to make significant errors in judgment. Being aware of these pitfalls can make the process more objective and could also reduce the unpleasantness that is caused as a consequence of a poorly administered performance appraisal. These common rating errors are summarized in the folloing PDF. to read further click on the link below:
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