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Module 4 Critical Thinking.doc A Newsletter Article on Performance Appraisals HRM300 P

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Module 4 Critical Thinking.doc A Newsletter Article on Performance Appraisals HRM300 Principles of Human Resource Management Colorado State University-Global Campus A Newsletter Article on Performance Appraisals S ...

Module 4 Critical Thinking.doc A Newsletter Article on Performance Appraisals HRM300 Principles of Human Resource Management Colorado State University-Global Campus A Newsletter Article on Performance Appraisals Section 1- Trait-Based Performance Appraisal Measures Trait-based performance appraisal concentrates on specific attributes such as punctuality and dependability (Seidel, 2019). This appraisal method focuses on standards in a particular job, and whether or not desired characteristics for the position are being displayed. Typically, trait-based appraisals use a reasonably simple worksheet or checklist with results of exceptional, meets the standard, requires improvement, or other such similar options. According to Siedel, this appraisal method is used most frequently in customer-service-oriented jobs in particular due to the traits of friendliness, initiative, attitude, and leadership ability being standards (2019). Although useful in particular fields of work, this method of evaluation is not without fault. A primary downfall of trait-based appraisals is the tendency to become subjective and lead to personal bias in the evaluation process. Evaluating employees based on set characteristics, even if they can help make an employee more successful, can result in an error in judgment during the performance evaluation. Despite this trend toward a partiality, the majority of personnel appraisals meet scores of satisfactory in most categories, which undermines the overall efficacy of t. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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