Supervisors: Human Resource Management and Performance Appraisals
Seminar Four Supplemental Case: Unequal-Equal Supervisors
Tyler Wilson
Baker College
Introduction Performance appraisals benefit the company in a variety of ways. On the flip side, they can also create difficulties if they aren’t completed correctly. Many problems within the company can arise when supervisors haven’t been properly trained on appraisals. On a bigger note, companies can also be placed in legal trouble if appraisals are done incorrectly. To avoid these issues, the Human Resource Department needs implement training to the supervisors who conduct performance appraisals.
Problems
Employee Development Using performance appraisals for developmental purposes is one of the greatest uses of them. Employees need to be aware of their strengths and weaknesses in order to produce the best results for the company. Improvements in performance will only occur if the manager has proactive discussions and shows the employee how to make improvements. In this case, Hubert isn’t helping Harriet by fibbing on her performance appraisal. She will continue to “slip” on her duties because she might not be aware that she is doing it. Reviewing a negative performance appraisal can be a very difficult task, but needs to be done to help the employees develop within the organization. Rating employees the same on the appraisals will not benefit the company at all. Not only is he hindering Harriet’s development, but it probably doesn’t keep Neil motivated. If his performance is outstanding, his rating needs to reflect that. Hubert should be able to tell him how valued he is to the company and how much his performance is appreciated. Retaining good performers is easier when these positive performance aspects are communicated to them. When done correctly, appraisals help to increase employee development and keep valuable employees motivated.
Administration Use Performance appraisals are also used for
Tyler Wilson
Baker College
Introduction Performance appraisals benefit the company in a variety of ways. On the flip side, they can also create difficulties if they aren’t completed correctly. Many problems within the company can arise when supervisors haven’t been properly trained on appraisals. On a bigger note, companies can also be placed in legal trouble if appraisals are done incorrectly. To avoid these issues, the Human Resource Department needs implement training to the supervisors who conduct performance appraisals.
Problems
Employee Development Using performance appraisals for developmental purposes is one of the greatest uses of them. Employees need to be aware of their strengths and weaknesses in order to produce the best results for the company. Improvements in performance will only occur if the manager has proactive discussions and shows the employee how to make improvements. In this case, Hubert isn’t helping Harriet by fibbing on her performance appraisal. She will continue to “slip” on her duties because she might not be aware that she is doing it. Reviewing a negative performance appraisal can be a very difficult task, but needs to be done to help the employees develop within the organization. Rating employees the same on the appraisals will not benefit the company at all. Not only is he hindering Harriet’s development, but it probably doesn’t keep Neil motivated. If his performance is outstanding, his rating needs to reflect that. Hubert should be able to tell him how valued he is to the company and how much his performance is appreciated. Retaining good performers is easier when these positive performance aspects are communicated to them. When done correctly, appraisals help to increase employee development and keep valuable employees motivated.
Administration Use Performance appraisals are also used for
References: Ducham, P. (2013). Performance Management and Appraisal. In McGraw-Hill Answers. Retrieved May 31, 2013, from http://www.mcgraw- hillanswers.com/management/human-resource-management/performance- management-and-appraisal Mathis, R.L. & Jackson, J.H., (2011) Case Study: Unequal-Equal Supervisors. Human Resource Management (13h ed.). Mason, Ohio: South-Western Mathis, R.L. & Jackson, J.H., (2011). Human Resource Management (13th ed.). Mason, Ohio: South-Western Smith, A. (2012, January 4). HR May Need to Get Involved with Disagreements over Performance Reviews. In Society for Human Resource Management. Retrieved May 31, 2013, from http://www.shrm.org/LegalIssues/FederalResources/Pages/DisagreementsReview s.aspx .