Politics of Performance Appraisal

1720 Words Sep 25th, 2012 7 Pages
The Politics of Performance Appraisal
1. In your opinion, and from an HRM perspective, what are the objectives of employee performance evaluation? According to the text, an organization’s employee performance evaluations should define, measure, monitor and provide feedback to an employee about their job performance; i.e. how effectively they have been working. The text also states, and in my opinion is of higher importance, that the role of a performance evaluation is the setting of job standards to ensure that the employee’s productivity and focus are in alignment with the mission and vision of the company to help execute the ultimate purpose for the company’s existence. By setting an employee’s performance objectives in line with the
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This “recency of events” error indicates that Jim is solely focused on the recent past and does not factor in possible poor or exemplary performance at the beginning of the year. Jim also indicates in the case study that he will “fine-tune” an employee’s evaluation with a higher rating if they show substantial improvement after performing in a mediocre fashion for a majority of the year in order to motivate them to continue their improvement. This contrast effect usually occurs unknowingly with a supervisor, but Jim is actively aware of his comparison between the two timeframes within the same rating period. On the opposite end of the spectrum, Jim will deflate an employee’s performance appraisal in order to emphasize the chain of command to an employee who may be challenging his authority. This personal bias against an employee who may be threatening the status quo is unacceptable because it is solely based on the personality of the employee rather than the productivity, efficiency or contribution to the company. Jim is practicing “fine-tuning” characteristics when evaluating his employees and it may have the potential to show significant fluctuations in his employee’s performances because of the lack of standardization and consistency in his ratings. Lynne is the inventory management supervisor and has trouble distinguishing her supervisory role from her off-duty role. Lynne is hesitant to provide negative

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