Compare and contrast at least three common performance evaluation methods used to analyze performance data after it has been gathered.

Three different performance evaluation methods include: self-evaluation, the 360 degree approach and critical incident analysis. Self-evaluation is when the employees will rate their performance. This can be used with the manager's evaluation to understand what areas are being overlooked by the individual. The 360 degree evaluation is when other departments inside the organization are reviewing the performance of the employee. In this case, the basic idea is to receive different viewpoints about what issues are affecting employee performance and to identify the strengths of the individual. This is different from self-evaluation by not seeking out the opinions of the person being evaluated and it is studying other beliefs in the process. Critical incident analysis is when managers will keep a log of employee issues and positive attributes. During the evaluation, is when the list is presented to the individual. This is different from other methods by relying on the views of managers to determine their strengths and weaknesses. (Anderson, 2012)

Provide examples of at least three biases and/or errors that frequently impact the accuracy of performance evaluations.

Three biases during the performance evaluation process includes: the attitudes of employees, managers and outside parties. The employees' biases are when they believe that they are doing everything right and do not want to be corrected on anything. This makes it difficult for them to work with others...

Management biases are when executives will let overly favorable or negative opinions influence their views. This means that they could ignore or overemphasize problems. Outside parties can use the process as a way to make fun of someone or to protect friends and allies. These different areas are important, because they can have an effect on the quality of the evaluation and how the individual reacts to this information. ("Performance Appraisal Biases," 2012)
Based upon your findings, describe appropriate tools and techniques that can be used to improve performance evaluations in the given situation.

The best tool for performance evaluation method is the 360 degree approach. However, during this process everyone must: state positive attributes of the employee and limit the intensity of criticisms. Once the data is received, Human Resources will evaluate the information and formulate performance reviews that will be presented to the employee in a non-confrontational format. If this approach is taken, it will help the firm to identify critical issues and address them in a way that will lead to positive improvements. This is when the company can utilize this as a tool for objectively analyzing and making suggestions in dealing with a host of issues.