Human Resource Management: Performance Review Challenges

1. Why might a manager intentionally distort appraisal results?

Performance appraisals mean a complex process for managers which require careful observations, evaluation of employees’ performance, sensitivity and job understanding as a whole. It is a formal system of reviews and examination of employee’s task performance. Evidence indicates that appraisal is “a highly emotional process and complete accuracy might be an unattainable objective” (Tsui & Lai, 2009, p. 93). Both managers and employees often feel dissatisfaction in performance appraisal process. But it is still an important procedure to improve the individual’s productivity and company’s performance in general. As known, managers often intentionally distort appraisal results; they do this for several reasons. Managers are responsible for the company’s rating, growth, and development on the market, as well as for the rating of their employees; and in order to minimize the negative results and help the company to reach the desired outcomes they often intentionally distort appraisal results. Evidence shows that there is a strong connection between performance appraisal and company’s success and reward in the future.

2. Using the guidelines for performance feedback in the Power Point, how would you provide effective performance feedback to an employee of yours who had conflicts with their coworkers?

Performance feedback is a communication process. In order to provide effective performance feedback to one of your employees who had conflicts with their co-workers and achieve the desired outcome, it is important to develop a set of effective steps, forecast possible answers, develop specific approach and make it one-on-one. For an employee who had conflicts with co-workers, it is important to focus on performance, tasks, and skills, not personality. Managers should evaluate a person’s behaviors and actions, rather than focus on his or her personality features and characteristics. Managers should also understand that it is at least unethically and unprofessionally to criticize a person on a public arena; for employee performance feedback it can be beneficial to create an informal atmosphere, which allow a manager and his employee to communicate effectively, express their opinions and considerations and solve the existing issues. “Tackle poor performance first and then behavior” (Society for Human Resource Management, 2011) It can be effective to use examples that indicate how the employee’s behavior affects business, working atmosphere, and productivity in a negative manner (Society for Human Resource Management, 2011). Managers should try to pause and wait for the employee’s reaction; evidence shows that if the behavior is aggressive it is important to eliminate conflicts and end on a positive note…

3. If you were working on a group project at work, how would you feel about being evaluated by your co-workers on your performance as part of the group? How would you feel about having to evaluate your co-workers as part of the process? (Evaluations would all be anonymous.)

If I were working on a group project at work, I would feel a bit nervous about being evaluated by my co-workers on my performance as part of the group but at the same time I would strive to show my best qualities, skills and abilities and make a good impression. Of course, people do not like critics and evaluation of others, but it is a part of teamwork, which can help to improve further employees’ productivity, behaviors, and relationships within team. If an evaluation is anonymous it would be easier to express opinions, ideas and personal considerations about others. Personally, if I had to evaluate other employees as part of the process I would strive to be honest and realistic and evaluate everyone objectively and focus on the individual’s skills, contributions and abilities, rather than on personality traits, features, or relationships with this person.

4. Describe the advantages and disadvantages of at least two (2) different methods to evaluate performance.

Graphic scale and self-evaluation are two common methods to evaluate employee’s performance. Managers often use graphic scale to evaluate employee’s productivity in different areas of job duties, and compare these results with other employees. The disadvantage of this evaluation method is its subjectivity that can occur. At the same time, this method can be easily understood by employees and managers; by the way, graphic scale evaluation is inexpensive to develop. Self-evaluation is another effective method to evaluate performance. It helps employees to consider their past actions and focus on future improvements, clarify their needs, strengths and weaknesses, and predict possible achievements in the future. At the same time, many employees can overestimate their performance quality and productivity, which may lead to inaccurate results.

References:

Society for Human Resource Management (2011). Performance Review Challenges: What to Say & Do? Leila Bulling Towne.

Tsui, A., & Lai, K.T. (2009). Professional Practices of Human Resource Management in Hong Kong. Hong Kong University Press.

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