How Can Hrd Address Performance Appraisal Bias?
How can Human Resource Development address Performance Appraisal Bias? by Jerry Lane Silmon
A Research Paper Presented in Partial Fulfillment of the Requirements for Human Resource Development
Texas A & M University
MAY 2010
© 2010 BY JERRY LANE SILMON
ALL RIGHTS RESERVED
TABLE OF CONTENTS
How can Human Resource Development address Performance Appraisal Bias? 1
Integrity of the System 1
Leadership 2
Feedback and Communication 3
Forced Ranking 4
Values 6
Clear Goals and Objectives 7
Alignment 7
Performance Coaching 9
Appropriate Use 10
Organizational Oversight 11
Concluding Remarks 12
References 14 How can Human Resource Development address Performance Appraisal Bias?
Merriam Webster’s Dictionary lists as one of its definitions of the word bias the following: “a mental leaning or inclination; a bent”. The word discriminate is defined as “to constitute a difference between; differentiate” (Webster, 2010). A person who discriminates “sees” differences between two or more persons or things, even if there is no difference. A person who is biased is looking at everything from his or her particular slant, or point of view, and is so used to looking at the world this way that he or she may never even have considered that others see things differently. Organizational leaders use performance appraisal to assess employee strengths and weaknesses, using the information to make important decisions regarding rewards, promotions, and development (Smither, 1998, p. 163). The need for fair and effective performance evaluation and measurement has never been greater due to the continuing shift in employer/employee relationships and the growing demand for new and better ways of working together. Examined in the paper will be four key areas required for reducing performance appraisal distortion and bias. The areas are: 1. Integrity of the system, 2. Reviewer training, 3. Management leadership, and
A Research Paper Presented in Partial Fulfillment of the Requirements for Human Resource Development
Texas A & M University
MAY 2010
© 2010 BY JERRY LANE SILMON
ALL RIGHTS RESERVED
TABLE OF CONTENTS
How can Human Resource Development address Performance Appraisal Bias? 1
Integrity of the System 1
Leadership 2
Feedback and Communication 3
Forced Ranking 4
Values 6
Clear Goals and Objectives 7
Alignment 7
Performance Coaching 9
Appropriate Use 10
Organizational Oversight 11
Concluding Remarks 12
References 14 How can Human Resource Development address Performance Appraisal Bias?
Merriam Webster’s Dictionary lists as one of its definitions of the word bias the following: “a mental leaning or inclination; a bent”. The word discriminate is defined as “to constitute a difference between; differentiate” (Webster, 2010). A person who discriminates “sees” differences between two or more persons or things, even if there is no difference. A person who is biased is looking at everything from his or her particular slant, or point of view, and is so used to looking at the world this way that he or she may never even have considered that others see things differently. Organizational leaders use performance appraisal to assess employee strengths and weaknesses, using the information to make important decisions regarding rewards, promotions, and development (Smither, 1998, p. 163). The need for fair and effective performance evaluation and measurement has never been greater due to the continuing shift in employer/employee relationships and the growing demand for new and better ways of working together. Examined in the paper will be four key areas required for reducing performance appraisal distortion and bias. The areas are: 1. Integrity of the system, 2. Reviewer training, 3. Management leadership, and
References: Armstrong, S. (2008) The Essential HR Handbook. New York, NY: Career Press. Bruce, A. (2005). Perfect phrases for documenting employee performance problems. New York, NY: McGraw Hill. Fine, M.G., Johnson, F.L. and Ryan, M.S., “Cultural Diversity in the Workplace”, Public Personnel Management, Vol. 19 No. 3, 1990, pp. 305-18. Fink, L. S., & Longenecker, C. O. (1998). Training as a performance appraisal improvement strategy. Career Development International, 3(6), 243-251. Greenberg,J. Determinants of Perceived Fairness of Evaluations. Journal of Applied Psychology, Vol. 71, No.2, 340-342. (1986). Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(2007), 252–263. Heathfield, S.M., (2010) What is 360 Degree Feedback?, About.com Guide Lee, S Manshor, A. T., & Kamalanabhan, T. J. (2000). An examination of raters ' and ratees ' preferences in process and feedback in performance appraisal. Psychological Reports, 86(1), 203-214. Martin, D. D., & Bartol, K. N. (1991). The legal ramifications of performance appraisal: an update. Employee Relations Law Journal, 17(2), 257-286 Moylan, S Poon, June. L. (June 2004). Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel Review, Vol. 33(3), 322-334. Roberts, G. E. (1998). Perspectives on enduring and emerging issues in performance appraisal. Public Personnel Management, 27(3), 301-320. Roberts, G. E. (2003). Employee performance appraisal participation: A technique that works. Public Personnel Management, 32(1), 89-98. Smither, J. W. (1998). Performance appraisal: State of the art in practice. San Francisco, CA: Jossey-Bass Publishers. Swanson, R. A., & Holton, E. F., III. (2009). Introduction to Human Resource Development. San Francisco, CA: Berrett-Koehler Publishers, Inc. Varma, A Farias, G, (1998). Research update: High performance work systems:What we know and what we need to know, Human Resource Planning, Vol.21, (2), 50. Werner, J. M, & Bolino, M. C. (1997). Explaining U.S. courts of appeals decisions involving performance appraisal: accuracy, fairness, and validation. Personnel Psychology, 50(1), 124. Yager, E. (1981). A critique of performance appraisal systems. Personnel Journal, 60(2), 129-133. Merriam-Webster Online Dictionary, Bias definition, Retrieved May, 2010, from ttp://www.merriam-webster.com/dictionary/bias