Based on your experiences, as well as the chapter information, what are some good “rules
of thumb” for conducting successful performance appraisal interviews?
During a performance appraisal interview, the manager and the employee discuss issues face-to-face. The manager is supposed to make decisions based on the personal character of the employee. On the other hand, the employee is allowed to object to the decisions made by the HR manager in case of any dissatisfaction (Javidmehr&Ebrahimpour,2015). The process of performance appraisal relies on different facts in different situations. The different setup and situations make the cases to be ruled differently. This scenario is where the rule of thumb applies.
The rule of thumb represents any principle that is not accurate while applied in different situations. Situations vary and so should they be ruled differently. The HR department should consider different factors while concluding any case.
Rating employees requires no chance of personal biasness since it contributes to employee dissatisfaction. Instead, the managers should consider evaluating the employee’s capabilities and make conclusions independent from other cases.
Javidmehr, M., &Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences. International Journal of Organizational Leadership, 4, 286-302.
PLACE THIS ORDER OR A SIMILAR ORDER WITH BROOK WRITERS TODAY AND GET AN AMAZING DISCOUNT