Enhancing Performance: Training, Assessment, and Common Pitfalls

Key Elements of Performance Management

Basics: A Tiered Approach

• Training: Focuses on the operational level
• Training: Focuses on the tactical level
• Development: Focuses on the strategic level

Core Concepts

• Sense
• Concepts

Performance Evaluation

• Concepts
• Objectives
• Person-Made Fitness Scheme

Common Problems in Performance Assessment

Steps for Effective Evaluation

Traditional Evaluation vs. 360° Feedback

• Concept of 360° Feedback
• HR Role in Performance Evaluation

Also Know This Performance Assessment:

1. Halo Effect: This is the tendency to generalize a positive evaluation of a person to all aspects of their performance. The halo effect occurs when assessments on several factors tend to correlate highly among themselves.
2. Horn Effect: This is the tendency to generalize a negative evaluation of a person to all aspects of their performance. It is the opposite of the halo effect.
3. Central Tendency: The tendency to evaluate a person at the midpoint of the scale, even when their performance is clearly higher or lower. This distortion is reflected when there is a small standard deviation or a narrow margin in evaluations among those evaluated. It may be a reflection of the evaluator’s fear of taking a stand.
4. Positive or Negative Polarization: This is the tendency to concentrate evaluations at the top or bottom of the scale. This means that the evaluator is either too “soft” or too “hard” on the appraisee. In both cases, the practical consequences are demotivation and reduced productivity. Evidence indicates that there is a lack of “respect” for “soft” evaluators and a disheartening sense of injustice for those unfairly rated “hard.” This trend manifests itself when there are significant differences between the mean assessments of different evaluators. If the purpose of the evaluation requires a comparison of scores between raters, the actual values of the evaluation cannot be compared fairly.
5. Contrast: The tendency to evaluate a person compared with another person or group, rather than based on the job requirements. This distortion is easily seen when someone highly skilled or low skilled is evaluated first. The scores given to subsequent persons will be influenced, positively or negatively, depending on the contrast provided by the first evaluations.
6. First Impression: This is the tendency to make an initial judgment of a person, favorable or unfavorable, and then ignore or distort subsequent information to confirm the first impression. A situation that arises in this type of distortion is one in which a new employee works hard during the first months and then reduces their level of productivity. There will be a first impression effect if they continue to be evaluated very highly.
7. Similarity: This is the tendency for the assessor to make more favorable judgments of those who are perceived as more like them in attitudes or history. Normally, people who are more like us feel more like us and better. Although this has a positive effect on a personal and social level, it can lead to errors in perception and decisions taken in work situations, such as misleading assignments and promotions.