新人力资源管理专业英语 教学课件 詹婧 等 Chapter 6 Performance Evaluation.pptVIP

6.4. Potential problems and solutions in  performance evaluation 2.Unclear standards 模糊的标准 The reason of unclear standards is that perceptual differences in the meaning of the words are used to evaluate employees. The traits and degrees of merits are ambiguous for different raters. This problem almost appears in graphic rating scales. There are several ways to fix this problem. Perhaps the best way is to develop and include descriptive phrases that define each trait. 6.4. Potential problems and solutions in  performance evaluation 3.Rater problems 评价者的问题 No matter how well the system is designed, problems can always arise in its use when the supervisors are not well-trained or not cooperative. Inadequate training will lead to a serial of questions in the process of employee evaluation. 6.4. Potential problems and solutions in  performance evaluation ①The halo effect Halo effect occurs when the raters assign ratings of specific ratee qualities on the basis of an overall general impression of the rate. Halo effect can be either positive or negative, meaning that the initial impression can cause the ratings to be either too low or too high. 6.4. Potential problems and solutions in  performance evaluation ②Leniency or harshness error Performance evaluations require the raters to judge the subordinates objectively. However, being objective is so hard for each rater for everyone has their own rose-colored glasses with which they will “objectively” view subordinates. Thus, leniency or harshness error may occur in raters’ evaluations of their subordinates. 6.4. Potential problems and solutions in  performance evaluation ③Personal bias error Appraiser’s personal characteristics may influence the evaluation of ratees, such as age, sex, race and so on. ④Contrast effects When supervisors conducted the individual evaluation, each employee should not be influenced by other employees’ performance rating