Explain the role of human resource (HR) managers in performance appraisals. Describe some of the common appraisal goofs.

Question

What will be an ideal response?

Answer 1

Answers will vary. The HR role in performance appraisals begins with the strategic process of creating evaluation tools that tie directly into the company's big-picture objectives. Then, on a day-to-day basis, HR coordinates the actual appraisal process, which typically involves volumes of paperwork. HR must also ensure that managers are trained in providing relevant, honest, objective feedback, and that workers at every level know how to respond if they believe their appraisal is not fair.Both giving and receiving evaluations tend to be awkward for everyone involved, and unfortunately, uncomfortable people tend to make mistakes. Following are the most common appraisal goofs.Gotcha!: Too many managers use the performance appraisal as a chance to catch employees doing something wrong, rather than doing something right.The Once-a-Year Wonder: Many companies mandate annual reviews, but some managers use that as an excuse to give feedback only once a year.Straight from the Gut: Although "gut feel" can have real value, it's no substitute for honest, relevant documentation of both expectations and accomplishments.What Have You Done for Me Lately?: Many managers give far too much weight to recent accomplishments, discounting the early part of the review period.The "Me Filter": While appraisals are a bit subjective by their very nature, some managers filter every comment through their personal biases.For a performance appraisal to be effective, the manager must focus on fairness, relevance, objectivity, and balance. Equally important, the manager should give feedback on a continual basis to eliminate surprises and maximize performance.