PERFORMANCE APPRASIAL (1)
PERFORMANCE APPRASIAL (1)
CSU - Dominguez hills
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This 0 page Study Guide was uploaded by smartwriter Notetaker on Monday November 16, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 14 views.
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Date Created: 11/16/15
Performance Appraisal for HRM 240 I selected Strategic Relevance and Criterion Contamination as the two aspects of performance appraisal in which to show the special challenges and the impacts if any in which both the employee and the employer may have problems with if not addressed I would first like to say that performance appraisals are one of the most extensively debated management practices in this day As Bohlander amp Snell S A 2007 notes quota growing number of observers point out that performance appraisals fall short of their potential Bohlander amp Snell 2007 This is why there are challenges specific to each area of a performance appraisal In the case of Strategic Relevance one special challenge is that employees should be developed well enough in their job description to understand the organizations goals visions and values They must be willing to function at the best of their abilities and participate in meeting the goals of the company The employer must see to it that the employees are well versed with the proper skills and knowledge that way making sure that their employees can make substantial contributions to the company39s success If these challenges are not properly addressed the employer39s performance standard will not be met This could result in the company losing many customers and there could surely be a decline in the company39s earning revenue potential The employee will also suffer because if the company39s goals are not met the employer will probably have to terminate some employees from their prospective duties with the company Secondly we will look at the aspect of Criterion Contamination and it39s special challenges and impacts on the employer and the employee A special challenge here is that many times employees are not evaluated fairly This is a complete challenge all in itself This aspect is crucial because the employer must make certain that all information entered in reference to the appraisal form is valid in other words credible The employer must make for certain that the entire evaluation is job related and not based on one39s personal feeling towards an employee such as factors in which are not relevant to the employees performance If the employer represents nonessential or credible information the employee39s evaluation is not a fair one Employers need to perform evaluations in which are based on proper and appropriate information and not irrelevant factors If this is the outcome of the appraisal the employer would not be able to pinpoint the areas in which the employee needs the most assistance This is an everyday occurance within many companies Superiors within companies evaluate employees based on their own beliefs and not the company39s standards If this situation were not addressed again the company could lose an otherwise valuable contributor to the company and the employee would lose a much need job where developing skills were an essential part of his or her everyday duties There is no room for personal feelings when the company39s vision and goals are at stake Reference Bohlander G W amp Snell S A 2007 Managing human resources Thomson Learning Higher Education 14th ed Florence KY
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