Performance Management (Human Resources Program) In Chapter 6 (Performance Asses
ID: 353588 • Letter: P
Question
Performance Management (Human Resources Program)
In Chapter 6 (Performance Assessment- Assessing individual and team performance) we discussed common problems supervisors face (Leniency error, recency error, central tendency, personal prejoudices, self-serving errors?) when conducting performance evaluations. You have been asked to design a training program to teach supervisors to overcome these problems.
List any 3 problems discussed in Chapter 6 and
Design a training program on how these problems can be addressed using best practices in training in Chapter 7 (Training and Performance Enhancement).
Be sure to include at least 2 different training methods (On the job training, off the job training, job rotation, coaching, kectures, apprenticeships, cross functional training etc) in your response and note why you think they are the best choice.
Explanation / Answer
Leniency Error: This type of error occurs during the performance appraisal when the rater rates the individua employee too positively. As the performance appraisal is highl subjective in nature, the interviewer based o his perception rates the individual too positively. Thus the scope of leniency creeps in.
Training Program : Such kind of leniency error can be avoided by offering on the job training and coaching to the interviewer. Rater should be coached and trained to focus on the objectives and goals, responsibility and the skills and be able to separate strong areas from the weak areas.
Recency Error : This type of error occurs when the rater or evluator gets influenced by the most recent behavior of the employees and rates him based on that behavior.
Taining Program : This type of error can be avoided by offering coaching and off the job behavioral training to the evaluator so that his pesonal influences o not affect the rating process significantly.
Central Tendency Error : This type of error occurs when the rater avoids giving extreme rating to the individual and keeps all the employees more or less in the middle part of scale.
Training Program : This type of error can be corrected by offering coaching and Lectures to the rater where he i being trained to rate the indvidlas based on their performance and not in the midle part of the scale just to avoid any conflicts.