Professional in Human Resources (PHR) Practice Exam

What best describes leniency errors in performance appraisal?

1. Errors due to lack of training

2. Errors caused by appraisers who don't want to give low scores

3. Errors resulting from unclear evaluation criteria

4. Errors from personal biases influencing scoring

The correct answer is: Errors caused by appraisers who don't want to give low scores

Leniency errors in performance appraisal refer specifically to the tendency of appraisers to avoid assigning low scores, often giving inflated ratings instead. This can occur when appraisers wish to maintain positive relationships with employees, lack the confidence to provide constructive criticism, or are reluctant to confront poor performance. By favoring higher ratings, appraisers contribute to an inaccurate representation of an individual's performance level, leading to potential issues in employee development and overall performance management. While the other options describe various issues that can affect performance appraisals—such as lack of training (which leads to poor evaluation practices), unclear evaluation criteria (which can cause confusion and inconsistency in assessments), and personal biases (which might skew objectivity)—these do not specifically characterize leniency errors as accurately as the tendency to give higher ratings to avoid negative feedback does.