Employee Appraisal
Effective Employee Appraisal Tools
Designing an effective appraisal tool is key to successful employee appraisal. An effective appraisal tool helps human resource managers gather reliable, accurate, and valid data for decision-making (Idowu, 2017). An effective appraisal tool also furnishes managers with relevant data that serves the purpose of an appraisal process. Besides, such tools help the organization conduct a transparent approach to gain employees’ trust. Another essential aspect of effective appraisal tools is that it ensure well-defined performance criteria. The rules, procedures, and standards applicable to an appraisal process are defined beforehand (Van Dijk & Schodl, 2015). For instance, an organization cannot rate an IT specialist based on a skill that is not present in their job description.
Difficulty in Determining Dimensions to be Appraised
Employee appraisers face the difficulty of determining the job dimensions to be appraised. It is sometimes hard to decide whether they will focus on standardized or psychometric dimensions. One of the adverse effects of indecision when determining the dimensions to be appraised is that it leads to the halo effect. A halo effect occurs when several dimensions are rated based on one positive feature or trait (Javidmehr & Ebrahimpour, 2015). Also, a rater may appraise an employee based on the quality that is most important to them.
In addition, failing to identify job dimensions to be appraised may lead to the horn effect. The horn occurs when an employee is rated based on a negative quality, real or perceived (Javidmehr & Ebrahimpour, 2015). Judging employees based on one undesirable quality or feature leads to lower ratings than they deserve. For instance, an employee who fails to groom themselves well may be rated negatively. Besides, those who fail to smile frequently may be blamed for poor interpersonal relationships.
References
Idowu, A. (2017). Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. Nile Journal of Business and Economics, 3(5), 15. https://doi.org/10.20321/nilejbe.v3i5.88
Javidmehr, M., & Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences. International Journal of Organizational Leadership, 4(3), 286–302. https://doi.org/10.33844/ijol.2015.60464
Van Dijk, D., & Schodl, M. M. (2015). Performance appraisal and evaluation. International Encyclopedia of the Social & Behavioral Sciences, 17, 716–721. https://doi.org/10.1016/b978-0-08-097086-8.22034-5
The appraisal process is one step in identifying potential improvements or growth opportunities in individual performances. What is most helpful in a job analysis for designing an appraisal tool? What is the most difficult part of determining the dimensions to be appraised?
ORDER A PLAGIARISM-FREE PAPER HERE
We’ll write everything from scratch
Question 
The appraisal process is one step in identifying potential improvements or growth opportunities in individual performances.
Employee Appraisal
What is most helpful in a job analysis for designing an appraisal tool? What is the most difficult part of determining the dimensions to be appraised?