Corrective Steps for Management to Avoid Raters Prejudice in Appraising Employees

Among the corrective steps for management to avoid raters prejudice in appraising or evaluating employees, three are briefly discussed below:

• Easy or Open Ended Method: This method requires the rater to describe the performance traits and behavior of employee with emphasis on his strength, weakness, potentials for promotion and training need, leadership ability, technical effectiveness etc. this method can be combined with other conventional rating schemes.

• CriticalIncident: in this method, the major performance factors of each category of jobs are first identified by experts in that job. The supervisor or manager keeps a notebook of each employee where he records spectacular achievement and failure of employee in the execution of these duties throughout the year.

• Management by Objectives (MBO): MBO as management techniques has become very useful recently in appraisal system. It attempts to improve the performance of the organization and individual employee at the beginning of the year or during a specific period, the employee works out and agrees with his manager what are performance objective and the targets to be made. As time progresses, the manager review jointly the achievement or non-achievement of the set objectives. Thus; both individual and employee set a standard before doing the work. After the work is done, they also evaluate the work.