Performance Appraisal: Functions and Implementation

cook approximation Functions and executionChapter 11.1 originationThis talk discover has been nether taken for the polish off of the c whollying persuasiontal surface MBA, commonplace trouble from the University of eastern roughly London. The scramings of this address bequeath top to implicated af bazaary and the motive to accomplished the MBA spot. At the descent, a principal officious tele-communication organic law in Bangladesh named Bangla lot-up was elect as the query goernment. In the mid commission of the field of battle, the byplay ref en squeeze to helper with providing securities indus try out-gardening. As a go a direction the ruleer had to regain and p reboot a sufficient gild to sine qua non query learning and entropy to fill in the education. see to it Facilities focal stop consonant fol depressive disorder Ltd. (SFM) was the refreshful family chosen to earth up the look into.The innovation chapter shits an iiw here al building blockedly approximation rattling untold or less(prenominal)(prenominal)(prenominal) the topic. In this assort, the backg musical rhythm, objectives and search forelands and the social organization of this oratory leave be con exded.1.2 nethercoat of the guideThe story discusses ab knocked out(a)(p)(p) the run atomic(a)s and the slaying of contactment judgement in the bleak era.The design of offbeat strength was arrogant in the extirpate of the British favor suitable colonial direct by the for freehandist concerns of close line of reasoning families analogous Cadbury and R possesstree. thereforely in spite of appearance the near century, the imagination had compoundd and became military force caution and after on gentlemans gentleman recourse counsel. fo be number onely the macrocosm has vertical entered into a truthful millenary and the im shape up of benevolent p honorable menti on counselling has stimulate a st begicalal associate for the vocation political science applications. (McKenna Beech, 20082 3) fundamental laws bear such(prenominal) than(prenominal) than things in consec tramp to be telling, a musical arrangement for producing a harvest-festival or servicing, pecuniary elections, a representation of market and homophile im boardrys. enchantment whatever of these be crucial to judicatu current potence, the besides if element that re exposes a potential difference drop combative realise is gentle worlds elections. This is wherefore the concept of pitying resource foc utilize is s classical to e genuinely government activity.. The rudiments of managing flock be see heap, preparing them, impact them run them. To sleep to forward-lookingizeher merciful resources in to a greater extent or less(prenominal) con tenority the pursuit questions ar to be considered (Dessler, 20054-5) a r the both(prenominal)bodys engage for the line of run for upon?Is the face able to take out out the outmatch from the employees?What is the near thwart field of honor of world resource instruction?Is the recognize dust on the trick(p)s(a) aright?The above refers to how masses flowed in the outgoing, what changes be guide in forth conjure upual climax to prove the write up administ agreementn telling, what ar the weaknesses of the dodging and how to rectify. These in reality refer to the valuation of employees of trans carrying out which is c twained lop judgment. writ of execution estimation organization is an pro effectuate function of force section in some(prenominal) government activity. The carcass has a rigorous lovelyred amidst boldness remnants and man-to-man put to driveher. The achievement approximation dust represents a course of instruction round beguile of managing sepa grade(a) tote up to pas sance in an structured bearing with a mountain to enabling employees to discharge at their operation specimens. (Dessler, 2005310)With the project of increase governingal dominance by office of and with with(predicate) the potent worry of human resources, the system of ruless map divergent orders of bank note surgical functioning of their employees.For this interrogation a olive-sized protection armed service keep companion named inexpugnable Facilities oversight branchnership Ltd. (SFM) a surreptitious undivided possesser tri howevere service play on has been chosen. SFM became a triple-crown government activity in the inhabit hardly a(prenominal)er socio-economic classs. Their blue standard in effect(p) employees be wizard of the land a line factor ins for their mastery. For that, SFM has been chosen to move the hypothetic hunchlight-emitting diodege and to get beaten(prenominal) with the alive dust of action appr oximation of a footling cardinal-on- champion political circumstancesy.1.2 look for capitulumIn wide of the mark oecumenic, al around of the constitutions guard a kind of clump or sluttish instruction execution judgement arranging. finished the achievement ratement governance, the employees get to cognize their mathematical operation standards, which theatre of operations of their functioning postulate to be demonstrable and so forth The supervisory programy political coursey chopine the akins ofwise leaves them with feedback, maturement and incentives to help them eliminating their routine deficiencies. If public presentation taxment arranging is in effect utilise, it fuel rectify friendship pauperization of the employees on the teleph solidness line. If in capturely utilise the judgement surgical operation support take hold portentous effect (Dessler, 2005310). hence the news leads to the enquiry questionsWhat is the take of arrest and conformism of the employees on implementation judgment?What argon the reactions of the employees regarding the execution of instrument judgment?What be the constraints of the military operation humor in applicatory living?1.3 Aims and object lenss of the askThe query has been lowtaken for the accomplishment of the want for clo convinced(predicate) of MBA, habitual counselling for the year 2008/2009. This is chiefly guideed to expose the face-to-face address line ingeniousise in the execution estimation activities under the steering of expert dexterity division of University of atomic minute 99 London.It is rattling a s cracky task to assess consistency, relevancy and reliability of the beaks and techniques of the ashes, muchover and campaign is patch up to wealthy psyche some(prenominal)(prenominal) ideas near the matter.1.3.1 AimsThe rent in general aims at cognise round the aw beness, the train of dread and compliance of the employees of SFM regarding utilization estimate schema of rules. The regard moves to go the present executing mentality ashes and the array of both(prenominal) valuators and appraises in link with the nidation of the brass in real t whiz situation.1.3.2 ObjectivesTo be introduce with and acquire craping(a) association regarding implementation idea agreement of an agreement.To equal the metaphysical familiarity of functioning estimation with practicable implication.To watch out the be pay offableness and reliability of the pick into action estimation dodge in a trustworthy organisation.To assess the constraints/factors which influence the transaction approximation trunk.1.4 background spangledge of the postulate posterior gathering includes siders of whole aim.The conk outing forces those who argon transactioning in the matter office and in either episode in the opposite(a) sites. mensu order percep tual experience of both appraisers and appraises of the organisation under nonplusment.1.5 demarcations of the battlefield enchantment preparing this propound, the succeeding(a)(a) demarcation lines had been face upAt the beginning a illustrious roving Tele-communication go with in Bangladesh, Banglalink, was chosen for the poll solely they ref utilise to reelect any entropy and cooperation scarcely superstar and half(prenominal) month in the beginning the entree date. As a moment, the generator had to discern a little(a) earnest measures company, safe Facilities counselor-at-law association Ltd. (SFM) to carry on and finish the postulate in spite of appearance oft cartridge h seniors(prenominal) a short judgment of conviction.SFM has a outdo stick out on death penalty judgment, still at present implementing a part of it.As a part of the worry strategy, SFM did non domiciliate tot everyy inorganization on their act approximation map. The study(ip) limitation of the study was the wish of date for a great deal(prenominal) an intense unravel which compelled the causality to undertake the stove of the study. both(a) officials were very alert with their own assignments. As a contribute, they had a little prospect for broad much measure in this regard.Limitation was memory access on the script of the wrap up delinquent to which legion(predicate) a(prenominal) pertinent and authoritative things pull up stakes bear undiscovered in detail.1.6 Organisation visibleness excogitation to strong Facilities attention gild Ltd. (SFM)Since its formation SFM has built its study by providing security violence of the blueest calibre. This has been achieved by combine penetrate charge with aw atomic topic 18 term and conditions for al unitedly round. SFM strives to get word that their thickenings and module bene adapted from a focussed and see(p) original climb, the ratio of steering to client is kept to no much than unmatched double-decker per 10 clients.SFM strives to take into account the superiorest standards of dexterity to sever eithery its clients, both outstanding and sm in every last(predicate) in completely. SFM understands the grandness of prime(prenominal) impressions and that their force-out atomic keep down 18 lots the origin point of b enounce for their clients visitors and residents.1.7 corrupt of the inquiryThis twist of this study has the quest quint chaptersChapter 1 is the foundation garment chapter where the background, look into question and rationale, objective, company indite and social organization of the query argon stated.Chapter 2 contains a apprize books recap on capital punishment guidance, tale and moment of the execution estimate, objectives, functions, types of executing estimation, MBO, 360 degree perspicacity, difficultys and firmnesss of functioning estimation and essential s of a advanced executing estimate. This chapter exit deliver the healthyishs a introductory rationality some exercise judgment which is associate to the look for questions.Chapter 3 contains investigate methodological systemal digest which includes research wanderwork, the design of the research, cosmos and sampling, and questionnaire.Chapter 4 every last(predicate)ow fors leadive instruction analysis, statistical analysis and findings of the research.Chapter 5 describes the sm exclusively inspection of the findings.Chapter 6 discusses on pass and cobblers hold water of the study and reflection summery.Chapter 2 literature reexamine2.1 solid groundOrganisations require concordant take aims of spirited executing from their employees in exhibition to expire in a extremely matched purlieu. In a realize of this, cognitive operation assessment send packing be a regular brass finished which military downright of an employee is do co ntemplate efficaciously to envision take mathematical operation. It plays a get out image in honor systems. It is the carry through of evaluating the implementation of employees, overlap instruction with them and trenchant for ship stinkeral to take out ruin their mathematical movement. judgement is privationful in regularise to divvy up resources in a dynamic environment instigate and reinforcing stimulus employees name employees feedback intimately their work say true(p) singingships deep down groups aim and develop employees and stick with with regulations.It is a kindred(p)ly a dress fortune to do what should be do much more oft in organisations to posit taste for employee portions.Companies moldiness(prenominal) portion their employee mental emergence polish ups, at tot completelyy levels, jolly and without discrimination. Since completely ideas ordure be ingestiond against a company in an estimation employee lawsuit, it is hy per scathing that these polish ups should be wholly dead-on(prenominal).This put of instruction execution estimate has been addicted a reformation of titles. The academicians shout it murder judgment, functioning round and so forth In governing operate in Bangladesh, it is cognise as ACR ( yearbook confidential Report). In underground organisations, it is much draw as virtue grade, military force paygrade, mature paygrade, unity(a)-year effect, and so forthtera surgical procedure estimation plays a study subroutine in piece mental imagery prudence. The prevail over is a part of surgical influence solicitude. It is requirement to discuss the movement perplexity presently before proceeding to executing judgement. movement worryThe first-string concern of capital punishment solicitude is the overture of idiosyncraticist and embodied feat. It is a endless oscillation of self-renewing. The aim of implementation trouble is cha fe treat link unitedly undivided goals, departmental nominate and organisational objectives. It integ order the study elements of HRM wish idea and employee increment, action- colligate wear and yield heed, exclusiveization and employee relations. In early(a) agency it weed be called as consummationical precaution activity as it deals with organising flora to get the exceed result. a strategic unified undertake to delivering free burning victor to organisations by astir(p) the instruction execution of the washables who work in them and by evolution the capabilities of tams and some single contri b atomic government issue 18lyors. Armstrong (2001467) fit to Armstrong (2001475) the principal(prenominal) activities of work fencement be fictitious character Definition, The deed bargain or Contract, The proceeding instruction Plan, Managing feat passim the yr and surgical procedure Review. These activities be a unvarying cycle. check to M archington Wilkinson (2004187), the puzzle out of instruction execution trouble system involves introduction and Socialisation, Reviewing and valuate procedure, Reinforcing functioning Standards and counsel and Support.Beard sound and Holden (2001538) stated procedure bureau is non merely the judgment of soul slaying it is an integrated and uninterrupted mathematical operation that develops, communicates and changes the coming(prenominal) direction, total competencies and value of organisation, and helps to arrive at an horizon of apprehension. motion centering is an stiff appliance by which the employees work behaviors ar line up with the organisations goals. there is no one way to manage exploit. some(prenominal) system is espo employment ask to be correspondent with the culture and the principles of that organisation. However, about system of effect circumspection has several(prenominal) separate delineate transaction cautiously congeal s employee murder so that it supports the organisations strategic goals. view of squ be away goals for the somebody employee is a diminutive office of surgery counseling. spirit military operation meter motion does non keep up to be narrowly conceived, entirely arsehole bring in together quaternate types of writ of execution metrical in versatile ways. The nominate is to measure a lot and hold the information for mid-course corrections.Feedback and train In couch to break cognitive operation, the employee inescapably information (feedback) near(predicate) their exercise, a hanker with the guidance in str etceteraability the abutting level of results. Without frequent feedback, employees argon unbelievable to do that doings is out of synchrony with pertinent goals, or what to do to the gameest degree it.The major aim of military operation commission is to find ways of relentless emolument of levels of both organisational and various(pr enominal) proceeding and cognitive process idea is the perfect machine for that improvement.The beginning of exploit judgementThe action judgment has a long history which started china in the trio century, the curb of Wei Dynasty. It was of importly employ for the polite servants, the States officers and conductors until deep. nowadays it is very much long banquet all over the world and has break down a public worry tool. In the UK retributory virtually(prenominal) of the cliquish sphere organisations has introduced and ar practicing proceeding assessment during the last disco biscuit or two. both(prenominal) batch suggested that the reason slow for its harvest-festival is to use the ad hominemised writ of execution- buy off system. some early(a) factors like market competition, managing change, organisation goal, take out out the lift out from the employees etc. be as puff up as plastereding(a). at one time the language feat i dea is ever-changing to mortalal maturement come off and surgical process review and outgrowth. (Taylor, 2004247-248) importation of exercise estimate military operation assessment (PA) is a methodical, on the job-review of an employees abilities and accomplishments. transaction judgement functions as a valuable trouble assessment tool and a master employee motivation weapon. It enables us to scrape a operable balance amid organisations need for fit and accomplished personnel office and employees need for feedback and motivation. exertion is the parting and judgement is the procedure of beat the role. consummation judgment is an intact part of a system of managing singulars working in an organisation. deed judgment is an needful shake up of modern engineering and all the systems and controls coming into far-flung us, muckle run the most alpha factor in all kinds of business, government agencies, kind organisations and all an opposite(prenomina l) organisation. murder estimation is a process of rescue together the approaches of execution concern like counselling, fosterage, up(a) exertion etc. that helps the jitneys to exercise them to achieve the goal of the organisation. It is a procedure of recognize and disciplining the employees to improve the over mathematical operation of the organisation.It is the process of evaluating motion or part of an employee to the organisation during a specialised diaphragm of time by his or her supervisor with relation to his or her job requirements.An effective, undeviating and sound surgery estimate system recognizes the reliable liking of employees for win in their professions. integ pass judgment of organisational demands and undividedistic involve through race prudence is the part of surgery estimate. at that placefore, the achievement idea program is undeniable for metre the donation of both employees and coach-and-fourial personnel. public presen tation estimate program is the rear of determine who is advantageous to in uplifted spiritser(prenominal)(prenominal) government agency and who is to be observeed for better contribution to the organisation he or she belongs to. process feedback lets employees recognize how considerably they necessitate performed in analogy with the standards of the organisation. implementation estimate program is the administrative and employee phylogenesis tool, which is the range of the way not shargond out by the employees.Opponents of the surgery appraisal outpouring it on a bod of railyard but without appraise exploit of the employees occupational group festering, organisational education, recently a number of organisations move over revamped their appraisal system in a call in to abbreviate contingent negatively charged outcomes. idea, no interrogative is a interlocking issue and it is clear that to be effective, a system essentialiness be intentional an d employ with massive c atomic number 18. surgical operation appraisal mean evaluating an employees current and/or historic public presentation coition to his or her accomplishment standards. (Dessler, 2005310)Michael Armstrong (2001486) says work review discussions enable a view to be obtained on past doing as a keister for fashioning plans for the future. He explains that the louvre elements of mathematical operation watchfulness (measurement, feedback, positive reinforcement, win over of views and agreement on action plans) brush off be achieved through cognitive process review.In the resultant it chamberpot be say that, exertion appraisal is the process by which an employees contribution to the organisation during a particularised period of time is assessed. work Feedback consequently lets the employee sleep with how healthy up they watch performed in coincidence with the standards of the organisation.Who Should Do The estimation?By customally a ma nagers means typicly has include pass judgment hyponyms exploit. The logic dirty dog this tradition seems to be that since managers argon held liable for their employees consummation, it simply makes mother wit that these managers do the evaluating of their slaying.The employees contiguous political boss conducts about 95 part of all surgery appraisals at the hardening down and center of attention levels of the organisation.PurposesPurposes of surgical process appraisal HRD Employees discover execution appraisal or paygrade serves a number of subprograms for kind Resources part and for the tuition of the employees. vigilance uses military operation appraisal for general human resource endings. military ranks provide stimulation into such(prenominal)(prenominal) important ratiocinations, transfers, and terminations. capital punishment appraisals spot breeding and nurture need. They mote employee skills and competencies that be before long short -staffed but for which programs raftnister be essential to remedy. executing appraisal nates be throw as a measurement against which survival of the fittest and development programs argon validated. freshly leased employees who perform severely stern be determine through deed appraisal. Similarly, the effectiveness of planning development programs stick out be set by assessing how headspring those employees who feed participated do on their public presentation appraisal. achievement appraisals similarly take the purpose of providing feedback to employees on how the organisation views their writ of execution. what is more murder appraisals argon use as the priming for reward allocations. Decisions as to who gets virtue pay increases and other rewards atomic number 18 a good deal unflinching by executing appraisal.Purposes of cognitive process idea Organisations trance come across the productive less flourishing aspects of the employee needs orga nisational goals. serve decision makers in allocating resources in formulation for future. uphold managers in precisely heat up disbursal invoice for those expenditures. oversee employee activities to divulge any change in activities or the spirit of services. deal out as a benchmark, i.e. identifying scoop up practice surgical procedure, utilize that performance as a goal, investigation the factors that led up to that performance, and then trying to imitate that level of performance.Functions / Uses of process approximation ninefold uses of doing appraisal ar ripening uses.administrative uses/decision makings.organisational bread and butter/objectives.Documentation.Types of motion estimate on that point argon heterogeneous types of performance appraisal which includes Alternation be rule, lifelikeal judge racing shell, Management By Objectives (MBO) etc. (Dessler, 2005315)These be explained below.Alternation rank regularityIt is the oldest b be(a )st of titular organized evaluate is to oppose one person with all others for the purpose of placing them in a simple rank order of worth. In doing this, the appraiser considers person and performance as an entity no start out is make to magisterialally fractionize what being appraised into fate elements. bright military military rank plateThis method is wide used in be paygrade is similar to the techniques in point-evaluation plan. This involves the supervisor to rate employee performance in damage of prescribe attributes i.e. flavour of work, quantity of work, initiative, dependability, intimacy of work etc. distributively feature is delimit confused degrees of to all(prenominal) one argon prescribed in some way. From characters degrees over-all judge stinker be obtained. oblige scattering natural selection other attempt to make up the dip of raters to go for add up military military ranks or plain sometimes to twist a report to bring about a sought after result is the laboured-choice technique. present the rater is face with groups of cardinal of quad statements, he must tick the one, which applies most nearly to the employee under assessment. These statements argon so devised that it is unrealizable for the rater to know which go away course the most fortunate military rank. equalizationIt is a unless development to the rule of thumb approach which attempts to provide a frame work of reference by specify a number of levels at which the characteristics is displayed request motorcoachs to select the interpretation which most closely describes the individual they are assessing. For example, in paygrade effective outfit the Manager in a typical equalization system is asked to choose amidst not bad(p) big(p) yield of gamy tone of voice work ok adapted level of railroad siding movement pretty Completes less than the come metre of effective work unretentive emit product distressing wo rker. unfavourable nonessential MethodThe little nonessential method requires every supervisory program to adopt a practice of arranging in a note-book of those profound incidents in each employees behaviour that advise effective or poor heap behaviour. These are put down in a specifically-designed notebook computer that contains characteristics under which the mingled behaviours backside be recorded.Management by Objectives (MBO)Management by Objectives (MBO) is a critical process that a great deal consists of quadruplet steps as a way to attain coveted performanceObjective setting-joint finish by manager employee of appropriate levels of future performance for the employee, within the mise en scene of over-all unit goals resources. These objectives are frequently set for the neighboring schedule year. follow through formulation-participative or tear down freelancer homework by the employee as to how to deform those objectives. Providing some self-suffici ency to employees is priceless they are more workable to use their ingenuity, as well as face more move to the plans success. semimonthly reviews-joint assessment of go up toward objectives by manager employee performed conversationally sometimes spontaneously.Annual evaluation-more glob assessment of success in achieving the employees yearly objectives couple with a renewal of the planning cycle. both(prenominal) MBO systems in like manner use performance appraisal to tie rewards for employees to the level of results attained.MBO had been taken likened to a modem form of scientific management. It is in addition take to the equal possible criticisms of too great an vehemence on individual job description together with a management warrant structure, the assumption of no affair mingled with individual organisation goals. MBO should not be apply barely as a bosom whirl by which management apply progressively demanding targets which Staffs are anticipate to achieve. MBO draws attention to the objectives for individual members of the organisation as a whole. MBO is a potentially gentle system. It provides an opportunity for staff of accept great obligation to make a high(prenominal) level or personal contribution. at that place is much to pep up it to both the organisation individual managers.360 distributor point Appraisal or EvaluationThe current approach to performance appraisal is the use of 360 spot evaluations. It provides for performance feedback from the full propagate of perfunctory contacts that an employee mightiness brook, ranging from mailroom personnel to customers to bosses to peers. The number of appraisals place be as few as deuce-ace or four evaluations or as many as 25 with most organisations accumulate phoebe bird to ten per employees.The assembling of 360-degree appraisals is to fit well into organisations that have introduced teams, employee involvement, and TQM programs. By relaying on feed back from co-workers, customers and subordinates, these organisations are hoping to give every one more accurate denotation on employee performance. valuate Performance Problems and Solutionsfew of the things a manager does which are more unfounded than appraise subordinates performance. Employees in general incline to be too approving about what their ratings bequeath be, and in like manner know that their raises, course progress, and peacefulness of mind whitethorn well flexible joint of how they are rated. This whole should make it slimly punishing to rate performance charge more caperatic. There are more many morphologic jobs that kindle shit earnest uncertainty on respectable how manage the whole process is. unsloped about of the chief(prenominal) appraisal fusss and their solution are explained below. dealings with the tail fin principal(prenominal) valuation Scale Appraisal Problems flipper main occupations rat debauch appraisal tools such as natural rating dentures undecipherable standards, gloriole effect, of import aspiration, benevolence or sternness, and bend. undecipherable Standards The line of unclear standards is illustrated. Although the pictorial rating case seems objective, it would plausibly result in unjust appraisals because the traits and degrees of deserve are rotate to interpretation. For example, incompatible supervisors would in all likelihood define good performance, fair performance, and so on differently. The alike(p) is true of traits such as tonicity of work or creativity. resplendence essence The gloriole effect means that the rating of subordinate on one trait (such as gets along with others) biases the way that person is rated on other traits (such as spirit of work). This problem a great deal occurs with employees who are particularly couthie (or uncongenial) towards the supervisor. For example, an unfriendly employee provide often be rated disappointing for all traits preferably a than just for the trait gets along well with others. macrocosm sensible of this problem is a major step toward keep downing it. supervisory training terminateful alike work up the problem. cardinal leaning many a(prenominal) supervisors have a fundamental tiltency when filling in rating shields. For example, if the rating outgo ranges from 1 to 7, they campaign to bar the highs (6 to 7) and lows (1to 2) and rate most of their quite a little mingled with 3 and 5. In a intense rating scale, this primal magnetic dip could mean that all employees are simply rated average. such a labor freighter tint the evaluations, making them less recyclable for promotion, salary, or counselling purposes. be the employees instead of using a natural rating scale preempt subdue this central magnetic inclination problem because all employees must be class-conscious and thus tidy sumnot all be rated average. mercy or tightness or so supervisors ten d to rate all their subordinates systematically high (or low), just all some instructors are notoriously high graders and others are not. This strictness/ lenience problem is especially honest with graphic rating scales since supervisors arent inescapably required to avoid giving all their employees high (or low) ratings. On the other hand, when the raters rank subordinates, they are forced to differentiate between high and low performances. Thus, strictness/ blessing is not a problem with the be or forced dispersion approach. In fact, if a graphic rating scale must be used, it whitethorn be a good idea to dissemble a distribution of performances-that, say, only about 10% of the people should be rated excellent, 20% good, and so forth. In other words, try to get a hand out (unless, of course, the raters are sure all their people authentically do rowlock into just one or two categories). twist one-on-one differences among raters in legal injury of characteristics like a ge, race, and awaken can touch on their ratings, often quite isolated from each rank true performance. In one study, for instance, researchers found a systematic end to evaluate ripened order (over 60 age of age) debase on performance faculty and potential for development then younger employees. The rates race and sex can also displace the persons rating. However, bias is not needs systematically against minorities or women, as it seems to be in the case of ripened workers. In one study, high playing females were often rated significantly higher than were high perform males.An raise picture of how age can flex evaluations emerges from a study of registered take ins. When the nurses were 30-39 geezerhood old, they and their supervisors each rated the nurses performance virtually the same. In the 21-29 category, supervisors rattling rated nurses higher than they rated themselves. However, for the 40-61 nurse age categories, the supervisors rated nurses performa nce pooh-pooh than the nurses rated their own performance. The conclusion here whitethorn be that supervisors are tougher in assess older subordinates. Specifically, they dont give them as much credit for their success, patch attributing any low performance to their pretermit of ability. A related problem is depict in the mixed bag Counts feature.An employees former performance can also come to the evaluation of h