Performance Apraisal Methods

Question 1

Comparison

Answer 1

• Compares employees to each other
• Ranked: evaluator ranks employees from highest to lowest
• Paired comparison: evaluator compares employees to the other employees in the group
• Forced distribution: evaluator uses a bell curve resulting in a few high performers, few low performers and mostly average performance

Question 2

Narrative

Answer 2

• Uses a Likert scale (1-5 point)

- May be subjective

Question 3

Behaviorally Anchored Ratings Scales (BARS)

Answer 3

• Evaluator ranks anchored statements

- Must be customized by job and built from the job description

Question 4

Checklist

Answer 4

• Evaluator check off which behaviors were observed and to what degree throughout the performance year
• Does nor provide meaningful feedback

Question 5

Management by Objectives

Answer 5

Evaluator used mutually set goals to rate employees

Question 6

360-Degree Feedback

Answer 6

Performance data is gathered from suppliers, vendors, subordinates and superiors

Question 7

Self-Assessment

Answer 7

• Employees evaluate themselves

- Typically, the first step in a multiple-step review process

Question 8

Central tendency / leniency / strictness

Answer 8

Rating every employee about average

Question 9

Contrast effect

Answer 9

Comparing all statements against all other statements

Question 10

Cultural noise

Answer 10

Not recognizing when the candidate answers questions based on what the candidate believes the interviewer wants to hear

Question 11

First-impression effect

Answer 11

Forming opinions based on first impression rather than the objective data collected

Question 12

Halo effect / horn effect

Answer 12

Emphasizing either a positive trait (halo) or a negative trait (horn) over all traits the employee displays

Question 13

Inconsistency

Answer 13

Manipulating data to draw selective rather than representative conclusions (e.g., a male employee sexually harasses a female employee at a company event. The harassment is witnessed by 12 people, three of whom are men. The HR pro only interviews the three male employees.

Question 14

Negative emphasis

Answer 14

Placing the most emphasis on a small amount of negative and irrelevant information

Question 15

Nonverbal bias

Answer 15

Placing too much emphasis on body language or other nonverbal cues

Question 16

Primacy error

Answer 16

Forming an opinion based on a first impression

Question 17

Recency error

Answer 17

Treating employees’ most recent behavior as reflective of the entire review period

Question 18

Similar to me / different than me error

Answer 18

Being influenced by shared personal characteristics

Question 19

Stereotyping

Answer 19

Using personally held beliefs about groups of people to draw conclusions about a specific situation (e.g., men do not make good admin assistants because they lack the ability to multitask)