You are the Director of Human Resources for the internet matchmaking company, "People, people who need people.com". In recent months, your company has been sued by three employees who were laid off based on information in their performance appraisals.
Decision-making when dealing with employee performances is not an easy task. It is the norm to expect management or supervisors to have the necessary tools or training to ensure all employees receive a fair evaluation but this rarely occurs. In turn, we often see over inflated or under-rated reviews that leave many employees discontent with the outcome. Equally so, we often notice that leadership seldom has the time to truly evaluate their employees simply due to the busy and hectic op-tempo within the organization. To eliminate this process from occurring, it is necessary to initiate a decision-making system that ensures everyone is receiving their just review while leadership maintains and follows the guidelines of a proper performance evaluation session. In this paper are four main problems that occur when managers complete a performance review and following are recommended steps offered to mitigate or remedy these problems.
Lack of Preparation
Often times when performance evaluations are due, they lack the value necessary so the employee gets a fair assessment and review. The information sometimes is not relevant to the job performance of the individual employee and other times may not target the actual efforts of the individual employee
Remedy: A viable solution for this problem is to work in advance with the supervisor prior to the initiation of the review process. Make an appointment to speak with the supervisor so one can ask all the relevant yet necessary questions that will influence the evaluation ...
The solution consists of steps and methods one can take to address employee-relation issues relating to performance evaluations and appraisals in the form of decision-making steps and processes one could follow.