Performance Management System

February 12, 2010 - PMS Appraisal time. This is the time when all the subordinates should 'apple-polished' the bosses who appraised them. Why not? Bias and error are not new issues in performance appraisal.

The words bias means the tendency to consider inaccurately one person or a group of people (one branch) more favourably than others. Since performance appraisal chart the future of individual staff, the appraiser or reviewer should not be in any discrimination or double standard in conducting the appraisal.

There are many categories or types of bias such as based on sex or gender, race, age and physical appearance. A small but consistent 'own race' bias in performance appraisal occurs especially in a multi-racial organisation.

Appraisers tend to rate subordinates of the same race higher than those of other races. This so cal racial-bias is pertinent in an organisation where one race is more dominant or majority than the other. Nepotism is another characteristics of racial bias.

Appraiser tend to think that employees of their own race are good and deserved high ratings. This is also call racial prejudice.

Performance appraisal must be conducted under formal situation which mean to put aside any relationship, prejudice, cronyism, cliqueism or misunderstandings with the person being appraised.

Look around in your organisation. Is there any 'birds of a feather, flock together?

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