Abstract
Widely used single rater personnel appraisal systems are not as effective as they should be. Moreover, rater training does not improve ratings based on one person's judgment about an employee. Multiple rater appraisal systems improve accuracy by using the judgments of several knowledgeable people in arriving at a decision. Multiple rater performance appraisals are better than single rater systems because they increase participation; improve accuracy and perceived fairness; provide higher quality management information for selection decisions; supply better Equal Employee Opportunity documentation; give quantitative feedback for employees, appraisers and management; take less management time to complete the performance measurement process and, consequently, improve cost effectiveness.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 54-66 |
| Number of pages | 13 |
| Journal | Hospital and Health Services Administration |
| Volume | 30 |
| Issue number | 2 |
| State | Published - Jan 1 1985 |
ASJC Scopus subject areas
- Leadership and Management