Bias in Performance Appraisal - Essay Example

There are various sources of employee bias. For example, in employee development appraisals there are a number of issues that occur. First, employee appraisals are an annual affair and each employee gets approximately thirty minutes to prove themselves. This time is inadequate and putting a low score once a year will only demoralize them employees and bring a conflict to the appraisal system (Reilly, Minnick and Baack 35). Employees are evaluated based on a number of benchmarks including knowledge, skill, accuracy, and completeness of work.

These measures are highly subjective and this explains why it is important to take into account the disparity between ranking and rating.  Despite the fact that supervisory ratings are of great value companies opt for added peer appraisals to supplement those that are given by the supervisor. As expected, peers and supervisors have varying perspectives on an individual’s performance (Reilly, Minnick, and Baack 43). This is because supervisors have more information about the performance outcomes and job requirements (Reilly, Minnick, and Baack 45).

Conversely, peers are more likely to have a more realistic outlook since employees act differently in the presence of the boss. Therefore, using peer ratings helps us to develop a compromise with regard to individual performance. It may help to eradicate bias and result in improved employee acceptance of the appraisal programs.