Limitations Of Functioning Appraisal Techniques

1. Halo Effect

The rater may base of operations the total appraisal on the Earth or ane positive character which was constitute out earlier. For e.g. If a individual is evaluated on ane character i.e. emotional stability together with if he scores really high inwards the illustration of emotional stability, thence the rater may also laissez passer him high scores (marks or grades) for other qualities such equally intelligence, inventiveness etc., fifty-fifty without judging these characteristics.

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2. Problem of Leniency or Strictness

Many raters are also lenient (not strict) inwards their ratings. High scores may hold upwardly given to all employees, fifty-fifty if they conduct maintain no merit. Also a contrary province of affairs may conduct maintain place, where all employees are rated really strictly together with really depression scores are given.

3. Central Tendency

Sometimes a rater gives entirely middle make scores to all individuals. Extremely high or depression scores are avoided. This is called Central Tendency.

4. Personal Bias

Performance appriasal is affected yesteryear personal bias of the rater. If the rater has expert relations amongst the ratee (an employee who is getting rated), he may laissez passer 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 roughly employees, together with 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 constitute entirely inwards the files. It does non serve whatever practical purpose. In other words, the performance appraisal reports are non used yesteryear roughly organisations. They are conducted but equally a formality or for the get upwardly sake.

6. Fear of Spoiling Relations

Performance appraisal may also impact superior-subordinate relations. An appraisal makes the superior to a greater extent than of a approximate than a coach. So, the subordinate may conduct maintain a feeling of suspicion together with mistrust, close the superior.

7. Evaluate performance non person

The rater should evaluate the performance, i.e. output, novel ideas, extraordinary efforts, etc. together with non the person. In reality, the individual is evaluated together with non his performance. It should hold upwardly noted that failure is an lawsuit together with a non a person.

8. Horn Effect

Sometimes the raters may evaluate on the Earth of ane negative quality. This results inwards overall lower rating of the detail employee. For e.g. "He does non shave regularly. Therefore, he must hold upwardly lazy at work."

9. Spillover Effect

In this case, the acquaint performance appraisal is greatly influenced yesteryear past performance. H5N1 individual who has non done a expert labor inwards the yesteryear is considered (assumed) to hold upwardly bad for doing acquaint work.