Answer to Question #311987 in Management for Nokuphiwa

Question

Zinhle Stores have 100 stores throughout South Africa and they employ 2000 employees.

Six months ago, you were hired as the new HR manager at Zinhle Stores. Thus far, you

have hired and trained several new employees in the sales department and till operators

from different race and gender groups. The job for sales employees was recently evaluated

and the pay system was revised. During your visits to the stores countrywide, employees

have complained about the lack of consistency in the way line managers assess their

performance. One of your to do on the objectives/responsibilities is to address performance

management with line managers in the different stores.

1.1 In preparing your presentation to train line managers about performance management,

outline the problems associated with performance appraisals.(8)

Answer 1

The problems that are associated with performance appraisal range from contrast/compare error, similarity error, bias, stereotyping, halo effect, and recency effect. These problems might have been used by the line managers to appraise the sales employees, which made them to complain of the type of appraisal.

Recency effect is the carrying out of appraisal for a short period before any activity takes place. When an appraisal is made before any sales is made, then the sales employees will automatically record low rates. Halo effect is when the negative or positive feelings of the line managers is directed towards the employees, which influences how they are appraised as others might be over-awarded with marks and others under-awarded. Stereotyping makes the line managers to have specific predetermined mindset about a particular employee in terms of race, gender, religious background or culture. It affects the judgment of the line manager. Similarity error is when employees have a resemblance of different aspects with the manager making it easier for the line managers to highly appraise those employees and downgrade employees having contrasting behavior. These problems affect the judgment of the line managers, and needs to be eliminated to encourage better appraisal techniques and methods.