Page 122 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes Fill in the blanks:
9. All organisations use ................. for purposes like salary increase, training needs and
motivating employees.
10. A good appraisal system provides the needed ................. on a continuing basis.
11. The tendency to rate higher is called the ................. .
12. The tendency to rate lower is called the ................. .
13. Appraisers should rate in those areas in which they have significant ................. .

5.6 Summary

• Extension organizations in developing countries face the major problems of professional
incompetence and lack of motivation among their employees.
• Human resource forecasting refers to predicting an organization’s future demand for
number, type, and quality of various categories of employees.
• An important aspect of human resource management which needs special attention in
extension organizations is the development of a reward system which will attract,
retain, and motivate extension personnel, as well as provide training and promotional
opportunities.
• Performance appraisal plans are designed to meet the needs of the organization and
the individual.

• The system should be both valid and reliable. Appraisal system should provide cons’
reliable and valid information and data, which can be used to defend the organization
in legal challenges.
• A number of different performance appraisal methods or techniques are available for
evaluating the performance of the employees

• The ideal approach to performance evaluation is that in which the evaluator is free
from personal biases and prejudices this is because when an evaluator is objective, it
minimises the potential dysfunctional behaviour of the evaluator, which will be
detrimental to the achievement of the organizational goals.

5.7 Keywords

Central tendency error: It refers to the tendency of not using extreme scale scores on the
judgement scale; most of the rates are clustered in the middle.
360 degree appraisal: It is a method of appraisal in which employees receive their performance
feedback from their boss, colleagues, customers, peers and their own subordinates in the
organization.
Halo effect: The Halo effect is a tendency to allow the assessment on one trait to influence
assessment on others.
Ratees: The ratees must make the ratings, but the personnel department can assume the
responsibility of monitoring the system.

Raters: It makes evaluation on only those dimensions on which they are in a good position.
We increase the inter-rater agreement and make the evaluation a more valid process.

1. List down the problems of performance appraisal.
2. Mention the ways to overcome the performance appraisals.

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