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Detailed explanation-1: -It is possible to identify several common sources of error in performance appraisal systems. These include: (1) central tendency error, (2) strictness or leniency error, (3) halo effect, (4) recency error, and (5) personal biases.

Detailed explanation-2: -Primary bias is when you let your first impression of an employee affect your overall assessment of them. For example, if an employee is transferred to your team and their manager warns you that they have had issues with performance, then you might judge them unfairly as a result of this first impression.

Detailed explanation-3: -LENIENCY BIAS Consistently rating employees higher than deserved. SEVERITY BIAS Consistently rating employees lower than deserved. NORMATIVE BIAS Rating employees the same and ignoring individual differences. ability to meet the defined performance expectations.

Detailed explanation-4: -Central Tendency Error Central tendency error is the raters’ tendency to avoid making “extreme” judgments of employee performance resulting in the rating of all employees in the middle part of a scale.