Below is an example of a good faith effort response on a CPA for my MGT310 Human Resources class

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Example of Good Faith Effort

Below is an example of a good faith effort response on a CPA for my MGT310 Human Resources class. You will see the level of detail that the student provided. This is the level of detail I expect in your responses on your CPAs.

1. Discuss the various types of rating errors that may exist in performance evaluation.

Rating errors are usually made by managers when rating employee performance. To begin, there are two categories of rating errors. The first is distributional errors which a single rating leans towards a group of employees. Second is temporal errors which can be bias toward one person and leans toward ratings that are bias by the rater.

Distributional Errors:

  1. Error of central tendency is when a manager will rate all employees average. This happens because that manager does not want to give extremely high or low ratings because he/she does not want to seem unfair.
  2. Leniency or strictness is opposite of the error of central tendency. This is when a manger rates employees with abnormally high or low ratings. This happens because a manger believes either his employees are the best or the worst. It can be hard for a manger to admit if his employees are not thriving since their reputation is on the line as well.
  3. Forced distribution is when a manager is forced to place a certain number or percent of employees in a category. For example, a manager may need to place 30% of employees in the, “poor rated category” to make sure 100% is not average or perfect. This can lead to problems when rating employees because 30% must be rated low; resulting in a number of employees having to fail even if they do not deserve to be in that category.

Temporal Errors:

  1. Recency Error happens when the rating evaluation is conducted after employees had either good or bad recent behavior that can sway their ratings in one direction. This can lead to problems when evaluating employees because if an employee has been underperforming for months but performs well right before the evaluation, then he/she may receives a better rating overall when that person should have received a lower rating.
  2. Contrast Errors happens when an employee is compared to another employee which weighs differently in the rating of the employee being evaluated. For example, If I sell 500 units and that is compared to a person that sells 1000, I will look less productive. Inversely, if I sell 1000 units and I am compared to a person who sold 500 units I look like an amazing employee.
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