Good Essay On Bias In Rating

Employees in a business are the image and mostly referred to as an organization’s best asset. A company should take employees whose objectives are in line with their goals and mission to create an enabling environment, and this is done through a rating process. The process does not end with employment; it goes beyond to prevent latency and poor performance. A rating process is a major morale determinant in any business, and it should be done in ways that avoid bias.

Key Things to Consider When Rating Employee to Avoid Bias

Human beings are highly observant, approval seekers who have insatiable needs. With that in mind, every Human Resource Manager should strive to create some level of equality in handling employees.
Availability of a structured rating process is very vital where an HR should ensure they have a list of questions or requirements they want the employee to meet in the process. The questions should be similar to every employee. If they ask questions that were not included they should be stated. In order to allow for a good rating process, each employee should be given ample time to make their statements, comments, and complaints (Society for Industrial and Organizational Psychology, 2015).
Set performance objectives allow workers to know what is expected of them. So there should be well-stated objectives for each employee that will be used as the basis for rating. The objectives should also include attendance and punctuality. Then this will ensure performance is factored in every rating process.
Compensation schemes are essential because every employee expects an income in return. The structure of compensation should be one that the employees have discussed and one they value. It should also consider organizational values and cultures. That will ensure perceptions are not largely used as the compensation backbone. Perception such as recent effects, personal biases, perceived positive qualities or perceived negative qualities and good performance in the past when used could lead to unsatisfied workers thus less output (Management Study Guide, 2013).

References

Management Study Guide. (2013). Performance Appraisal Biases. Retrieved from http://managementstudyguide.com/performance-appraisal-bias.htm
Society for Industrial and Organizational Psychology. (2015). Performance Management. Retrieved from http://www.siop.org/business/performance.aspx