1

Limitations of Performance

Appraisal System
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Introduction of Performance
Appraisal System
Performance Appraisal is the systematic
evaluation of the individual with respect to
his or her potential for development.
 Limitations of Performance Appraisal System 4

• Performance Appraisal is the formal

conclusion to a performance management
process at the end of a prescribed term.

• Prescribed terms may be any length but are

usually a 12 month period.
 Limitations of Performance Appraisal System 5

The Performance Appraisal process involves

an interview between a staff member and their
manager where the objectives and deliverables
for the staff member are reviewed, and an
overall assessment of the staff member's
performance is agreed.

It must be understood that a Performance

Appraisal is only a component part of a
Performance Management System. Many people
confuse the two and interchange the
terminology.
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LIMITATIONS OF
PERFORMANCE APPRAISAL
SYSTEM
 Limitations of Performance Appraisal System 12

1. Halo effect :-

• In this case the superior appraises the person on

certain positive qualities only. The negative
traits are not considered. Such an appraisal will
no give a true picture about the employee. And
in some cases employees who do not deserve
promotions may get it.
 Limitations of Performance Appraisal System 13

2. Horn effect :-

• In this case only the negative qualities of the

employee are considered and based on this
appraisal is done. This again will not help the
organization because such appraisal may not
present a true picture about the employee.
 Limitations of Performance Appraisal System 14

3. Central tendency :-

• In this case the superior gives an appraisal by

giving central values. This prevents a really
talented employee from getting promotions he
deserves and some employees who do not
deserve any thing may get promotion.
 Limitations of Performance Appraisal System 15

4. Leniency and strictness :-

• Some bosses are lenient in grading their

employees while some are very strict. Employee
who really deserves promotions may loose the
opportunity due to strict bosses while those who
may not deserve may get benefits due to lenient
boss.
 Limitations of Performance Appraisal System 16

5. Spill over effect :-

• In this case the employee is judged +vely or –

vely by the boss depending upon the past
performance. Therefore although the employee
may have improved performance, he may still
not get the benefit.
 Limitations of Performance Appraisal System 17

6. Fear of loosing
subordinates and spoiling
• Many relations
bosses do not :-
wish to spoil their
relations with their subordinates. Therefore
when they appraise the employee they may end
up giving higher grades which are not required.
This is an injustice to really deserving
employees.
 Limitations of Performance Appraisal System 18

7. Goodwill and techniques to

be used :-
• Sometimes a very strict appraisal may affect the
goodwill between senior and junior. Similarly
when different departments in the same
company use different methods of appraisal it
becomes very difficult to compare employees.
 Limitations of Performance Appraisal System 19

8.Lack Of Clarity:-

The objective of performance appraisal is to

evaluate and develop employees. An
organization should avoid using one appraisal
system to achieve both objectives. The particular
system of the appraisal system should clarify
 Limitations of Performance Appraisal System 20

before it is designed and should be discussed

with all managers and employees to gain their
commitment. Any performance appraisal
system, however good the design, is unlikely to
succeed if the managers and employees are
suspicious of its objectives.
 Limitations of Performance Appraisal System 21

CONCLUSION

• Finally ,a performance appraisal is only as good

as the performance management, system it is
part of. If an organization merely does
performance appraisals for the sake of doing
them, they are wasting their time. But if they
strategically incorporate performance
management into their strategic plan to
implement business goals, they will provide a
process to accomplish those goals.

• It is a powerful tool to calibrate, refine

and reward the performance of the employee.