free performance appraisal

1. Free performance appraisal
Some common mistakes when appraising job!
Although there are many requirements was made, the relationships between who were
appraised and assessors never have neutrality. The objective is not obvious, therefore,
the risk of deviation is high. There are some common pitfalls need to avoid when we
assess:
1. Standards are not clearly
When standards are not clearly or detail, it would lead to a similar level of job
performance, but the staff of this department was rated excellent while the one of
other department was evaluated average or the members of Council have different
assessment of the same staff.
It is necessary to distinguish clearly requirement at each level: Excellent,
good,average, poor. Different people will have different understanding and
application about the standard of excellent, good, average and poor.
Without unclear classification and detail standard, an employee may be assessed at
different levels. This will reduce the accuracy and efficiency of evaluating job
performance of employees.
2. The prejudice (Halo Effect)
Halo Effect is that the assessor limits their own by an only image associated with a
great advantage or a major disadvantages of being judged. This image is eventually
cover all the other characteristics of the person being assessed under the "Halo
Effect", for example
"a very intelligent person", or "a person who have difficult in relationship.
Other way, the assessors have available idea about the person being evaluated. And
the subjects of evaluation would be seen through distorted prism by this inference.
For example: Employees are seen as "very intelligent", will be assessed positive
evaluation obviously in all aspects, such as capacity and motivation to work.
Employees were seen as difficult in relationship will obviously poor in other aspects,
including aspect of intellectual.
3. The bias mistake
Many leader tend to assess employee based on some factors, some outstanding
characteristics. For example, Leader can assess employees base on good
communication skills, sport ability....of employees.

2. 4. The Excessive trend
Some leader tend to assess all the employee follow a trend too high or too low. All
satisfactory or unsatisfactory. This assessment makes the employees pessimistic or
self-satisfaction and don't want to try to implement job better.
5. The trend of average Republic
This is the way to assess all employee on average, nobody is really good and
weakness, everyone are equally. This interferes for the evaluation and training
capacities for employees, not encourage the individuals who have really capacity.
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