I-O Psychology

I-O Psychology
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Abstract
Performance appraisals are relevant in any work setting to assess the performance of the employees and to ensure that an organization is operating in the right direction. They do not function to eliminate staff but rather focus on how they can be supported to improve their output. As per the analysis, the common challenges associated with performance appraisals include errors and biases. Biases occur as a result of favoritism or fear. The errors in the systems can either be intentional or unintentional. This makes it necessary to structure appraisal forms which assist the raters to accurately observe and record information and avoid potential errors. The analysis includes an article that highlights one of the factors that results in issues in the appraisals. The factor entails the lack of differentiation among peers during peer evaluation. The idea is that most of the employees tend to rate each other positively and hence making the evaluation useless or lose its value.
Key Words: performance appraisals, bias, errors
I-O Psychology
Performance appraisal entails evaluating the performance of employees basing on a subjective perspective. It is one of the major responsibilities of the human resource department that allows a company to evaluate the progress of the members of staff and identifying the needs of the employees and the areas of improvement (Adepoju et al., 2017). Performance appraisals are viewed…