Within the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), HR professionals must recognize and minimize rater biases that undermine performance appraisal accuracy.
Central tendency error occurs when evaluators rate all employees around the midpoint of the rating scale, avoiding extreme scores (high or low). This reduces differentiation and fairness in performance management.
Extract:
“Central tendency bias arises when raters avoid using extreme points on a scale, resulting in clustering of ratings near the average and reducing performance differentiation.”
(HRPA Competency Framework – Organizational Effectiveness, CHRP Level, Knowledge Area: Performance Management and Appraisal Systems)
Option Analysis:
A (Halo effect): One positive trait influences all ratings.
C (Contrast error): Comparison between employees skews ratings.
D (Recency effect): Recent performance outweighs overall performance.
B (Central tendency): Correct — reflects avoidance of extremes in performance ratings.
Therefore, B. Central tendency is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework – Organizational Effectiveness
CHRP Knowledge Exam Blueprint – Performance Appraisal and Rater Error
HRPA Exam Preparation Guide – Evaluation and Feedback Systems
