Rating discrimination and competency

Abstract

Most of the employees' appraisal studies using 360-degree feedback have focused on solving collecting unbiased evaluations of the evaluator. In this study, we suggest that standard deviation across rating items could be used as a key indicator of rater efforts in discrimination and has an interesting effect of the key core competence extracted from factor analysis in the fixed effect panel analysis and hierarchical linear modeling. Our results extends the traditional 360 degree feedback research into the field of business analytics in human resource management (HR analytics) by giving the evidence for the source of discrimination in the employee’s appraisal and possibilities to solve the issues of uniform rating distribution by inattention or lack of motivation.