Limitations Of Functioning Appraisal Techniques

1. Halo Effect

The rater may base of operations the total appraisal on the terra firma or i positive character which was flora out earlier. For e.g. If a mortal is evaluated on i character i.e. emotional stability together with if he scores really high inwards the illustration of emotional stability, thence the rater may also plough over 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 likewise lenient (not strict) inwards their ratings. High scores may endure given to all employees, fifty-fifty if they possess got no merit. Also a contrary province of affairs may possess got place, where all employees are rated really strictly together with really depression scores are given.

3. Central Tendency

Sometimes a rater gives solely 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 yesteryear personal bias of the rater. If the rater has practiced relations amongst the ratee (an employee who is getting rated), he may plough over 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, together with bad handling to others.

5. Paper Work

Some supervisors complain that performance appraisal is pointless newspaper work. They complain because many times, performance appraisal reports are flora solely inwards the files. It does non serve whatever practical purpose. In other words, the performance appraisal reports are non used yesteryear around organisations. They are conducted only equally a formality or for the parent sake.

6. Fear of Spoiling Relations

Performance appraisal may also behave on superior-subordinate relations. An appraisal makes the superior to a greater extent than of a approximate than a coach. So, the subordinate may possess got 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 mortal is evaluated together with non his performance. It should endure noted that failure is an lawsuit together with a non a person.

8. Horn Effect

Sometimes the raters may evaluate on the terra firma of i negative quality. This results inwards overall lower rating of the item employee. For e.g. "He does non shave regularly. Therefore, he must endure lazy at work."

9. Spillover Effect

In this case, the introduce performance appraisal is greatly influenced yesteryear past performance. Influenza A virus subtype H5N1 mortal who has non done a practiced undertaking inwards the yesteryear is considered (assumed) to endure bad for doing introduce work.

10. Latest Behaviour Effect

The rating is also influenced yesteryear the most recent behaviour. The rater may ignore an average demeanour during the total appraisal period.