assessment is probably the most misused tool of management and the abuse of history. When asked, many recruiters who swear that she is blind, its main instrument for checking the members of the team. The reality is that overall, managers, supervisors and employees to think they hate, and they are rare. The HR professionals spend too much time whipping people to do it while looking for managers for a variety of reasons for the delay of the process.

The reason is that there is a practice often make troublesome to require the people, is the assessment for the wrong reasons and wrong perspective. This may in the end bring the managers and employees on various “camps”. The evaluations are used to wage increases, which serves to determine actions. In most cases, they are focusing on what we have become accustomed wrong.

So, what is the real point of performance appraisals? Generally, the goal of the practice:

• Provide feedback on employee performance.
• Identify training needs of employees.
• The criteria document used to allocate organizational rewards.
• a basis for personnel decisions: salary increases, promotions, discipline, etc.
• Give a chance for the diagnosis and organizational development.
• facilitate communication between employees and managers.
• Check to meet the technical and human resources policy of the Federal Equal Employment Opportunity

The main objective or purpose of the evaluation is to improve performance in the future, both employees and team leaders. Manager can help you with valuable information from employees to make more productive in their work. Thanks to the comments contained in performance appraisals work units can be problems to identify and intervene with any remedial action. If it involves a change failure to identify performance barriers of fear and anxiety associated with ratings, is deleted.

As a branch manager “guilt” in Survey and the transition to a collaborative approach and dialogue stick, the whole process is even more comfortable and efficient. Because he is the manager and employees on the same page and working to the same goals, getting better.

Performance appraisals are always awkward for everyone. While the managers of an attempt to be as objective as possible, there are always concerns about specific performance appraisals, and their accuracy. When evaluating your staff it is advisable to be aware of factors that your assessment at all, change in May. Here are some factors you should be aware of are, so you can check your own assessment processes to ensure they are free from bias as possible.

Generalize

Generalize, or the halo effect is the tendency to rate someone high or low in all categories based on their performance in other areas. Results of performance appraisals, where the generalization occurs, do not contribute to staff training, because they are vague and nonspecific, its overall performance.

Different standards of evaluation

Evaluation methods, such as fair, good, very good, are so often used in performance evaluations, but managers must be aware that the meaning of these words from one person to be different. In any case, the use of these categories is not recommended, they are simply too vague and do little to provide sufficient information to judge people and to provide for the development.

Current and Lenient Bias

Current trend is the tendency that people on their most recent performance-based assessment and ignore past behavior. Through the cooperation occurs when an employee of a higher rating than justified, it is usually through a rationalization of why this is accompanied, where appropriate.

Bias opportunity

This happens because the notion that factors beyond the control of the employee may either restrict or facilitate ignore their performance. In the case of bias in the credit or blame is the employee, if the true cause of performance was possible, given.

Attribution Error

False
Often there is a tendency in the performance evaluation in order to ascribe success or failure of individual effort and ability. So when someone does well, they are credited, and if someone makes less, we recommend that it is somehow their fault. Although there is some truth in this, the reality is that the performance as a function of the individual and the system he or she works when both factors are not taken into account logged in, it becomes increasingly difficult to improve performance.

Although performance appraisals in general throughout the organization, team leaders are to be feared for the employee, they are a necessary tool in ensuring development. When fairly and properly conducted, the information gathered can be used to significantly improve the performance of the team.

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