1. Halo Effect
The rater may base of operations the total appraisal on the footing or ane positive lineament which was establish out earlier. For e.g. If a somebody is evaluated on ane lineament i.e. emotional stability as well as if he scores really high inwards the illustration of emotional stability, thus the rater may also arrive at him high scores (marks or grades) for other qualities such equally intelligence, inventiveness etc., fifty-fifty without judging these characteristics.
Image Credits © Jenny Kristina Nilsson
2. Problem of Leniency or Strictness
Many raters are also lenient (not strict) inwards their ratings. High scores may last given to all employees, fifty-fifty if they possess got no merit. Also a contrary province of affairs may accept place, where all employees are rated really strictly as well as really depression scores are given.
3. Central Tendency
Sometimes a rater gives entirely middle arrive at scores to all individuals. Extremely high or depression scores are avoided. This is called Central Tendency.
4. Personal Bias
Performance appriasal is affected past times personal bias of the rater. If the rater has skillful relations amongst the ratee (an employee who is getting rated), he may arrive at higher scores to the ratee, fifty-fifty though the ratee does non deserve such high scores. So personal bias may Pb to favoured handling for around employees, as well as bad handling to others.
5. Paper Work
Some supervisors complain that blogspot.com//search?q=performance-appraisal-of-employees">performance appraisal is pointless newspaper work. They complain because many times, performance appraisal reports are establish entirely inwards the files. It does non serve whatever practical purpose. In other words, the performance appraisal reports are non used past times around organisations. They are conducted merely equally a formality or for the cite sake.
6. Fear of Spoiling Relations
Performance appraisal may also deport on superior-subordinate relations. An appraisal makes the superior to a greater extent than of a gauge than a coach. So, the subordinate may possess got a feeling of suspicion as well as mistrust, almost the superior.
7. Evaluate performance non person
The rater should evaluate the performance, i.e. output, novel ideas, extraordinary efforts, etc. as well as non the person. In reality, the somebody is evaluated as well as non his performance. It should last noted that failure is an lawsuit as well as a non a person.
8. Horn Effect
Sometimes the raters may evaluate on the footing of ane negative quality. This results inwards overall lower rating of the item employee. For e.g. "He does non shave regularly. Therefore, he must last lazy at work."
9. Spillover Effect
In this case, the acquaint performance appraisal is greatly influenced past times past performance. H5N1 somebody who has non done a skillful project inwards the past times is considered (assumed) to last bad for doing acquaint work.
10. Latest Behaviour Effect
The rating is also influenced past times the most recent behaviour. The rater may ignore an average demeanor during the total appraisal period.
