HR: Post and responses
Performance Appraisals are a great time to give employees important feedback about their performance on the job to help them develop their skills, yet companies often just seem to miss the mark. What have your experiences with performance feedback sessions been (good or bad)? Why is it that companies often rely solely on supervisors’ evaluation of your performance instead of looking at peers’, customers’, etc.? What are the advantages and disadvantages to doing this? Do we even need performance appraisals? What would the world be like without them? Finally, why are performance appraisals done only once per year (typically)? Is this adequate? Please reflect on Performance Appraisals in light of what you have learned about it this week. Feel free to answer some but not all of the questions presented above.
YOU WILL HAVE TO RESPONSE TO 3 STUDENTS I WILL UPLOAD LATER
Zachary Rogers
DB4
COLLAPSE
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Overall, having been on the receiving end of performance management and the administrative side of it. My personal experiences have varied wildly depending on the management that is delivering the document. Depending on the position and the role being performed, a single supervisor may not have visibility to everything an employee is doing for the organization. This is why it’s so important for goals to be tied to metrics and feedback from multiple outlets.
On the administrative side, I’ve seen the benefit of documenting performance of employees. Performance documentation can be crucial when it comes to demoting or terminating due to performance. On the other hand, a pay for performance system that ties compensatory reward to annual goal setting processes has been less than ideal when the company is tight with its rewards and there is little difference in the merit matrix between middling performance and stellar contributions that impact the bottom-line.
Additionally, quite a few organizations only perform annual reviews. While some are shifting to more frequent feedback (Smith, 2018). Such feedback is slow and according to reward theory ineffective in encouraging any kind of behavior change. Performance management can be a robust system and even managers who only participate in an annual cycle often provide feedback that it detracts from the business that the organization is engaged in to turn profit. Or time that could be spent engaged in more viable conversations about training and development, engagement, collaborating, or retention. (Capelli & Tavis, 2016). Essentially, it’s an outdated process that hasn’t been able to keep up with the speed of the information age.
References:
Capelli, P. & Tavis, A. (October, 2016). The performance management revolution. Harvard Business Review. Retrieved from:
https://hbr.org/2016/10/the-performance-management-revolution
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Smith, A. (May 18, 2018). More employers ditch performance appraisals. SHRM. Retrieved from:
https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/more-employers-ditch-performance-appraisals.aspx
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12 hours ago
Karmel Kemp-Ussery
Performance Appraisal
COLLAPSE
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I’ve gotten plenty of performance appraisals and they were all been great and very informative. I feel as though opening the evaluations up to not only supervisors would be interesting and helpful to an employee to see the different aspects and points of view of their performance overall.
An advantage of relying on other perspectives would be the fact that peers and other co workers have the ability to see the employee first hand give service and or perform the tasks and duties needed to fulfill the companies goals.
A disadvantage of relying on anyone outside of a manager and or supervisor would be the validity of the evaluation, that could be based off of feelings or emotions towards an employee depending on the circumstance. According to the text, validity is the extent to which a performance measure assesses all the relevant— and only the relevant— aspects of performance; and without validity the evaluation can become deficient and or contaminated (Hollenbeck, Noe, & Gerhart, 2019).
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13 hours ago
Amber Drake
Discussion Post Week 4
COLLAPSE
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“Performance management is the process through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals” (Noe, Hollenbeck, Gerhart, & Wright, 2021). “The performance management system has three parts: defining performance, measuring, and feeding back performance information” (Noe, Hollenbeck, Gerhart, & Wright, 2021).
What have your experiences with performance feedback sessions been (good or bad)?
I worked for DTE Energy in the past as a Student Co-op in their Recruitment Department. I had a very pleasant experience with performance feedback sessions with my Supervisor. There were quarterly goals I had to meet and my Supervisor did continuous feedback by having weekly meetings with me just to ensure that I was engaged and my goals were on track to be completed and to also ensure that I had the required resources needed to perform my tasks.
What are the advantages and disadvantages to doing this?
The advantages to doing something like this was that it kept me engaged and on pace to complete all of my tasks, it made me feel very comfortable to speak up if I experienced any issues with a process or a hiring manager. The disadvantages to doing something like this was the pressure of always having to have my goals a little closer to being complete than the week prior.
Do we even need performance appraisals?
“Performance appraisals measures employee performance” (Noe, Hollenbeck, Gerhart, & Wright, 2021). I would say that performance appraisals are needed. It lets employees know if they are winning or losing; it is like with school, the only way you know how you are performing is when you receive your grades. This will let you know if you need to study harder.
What would the world be like without them?
Without performance appraisals, the world would be worst off. Employees would never know if they are measuring up to their performance objectives. They would never know if their work is helping the company achieve its goals. They would never know if they are winning or losing.
Companies rely solely on supervisors for employee evaluation, because they are usually the ones who sees them perform. In my experience, my supervisors took into consideration my client’s and peer reviews of me when evaluating me. This was more well-rounded in my opinion.
References
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Human Resource Management: Gaining a Competitive Advantage. New York; NY: McGraw-Hill Education.
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