RSM361H1 Chapter 8: HR-Ch 8.pdf
Document Summary
Even negative feedback is better than none as ppl know that they matter: administrative purposes: Used for hr activities such as promotions, transfers, layoffs, pay decisions: developmental purposes: Feedback for discussing employees foals and how they align with the organization. Discuss strengths, eliminate weaknesses, identify problems,set new goals, Sometimes discourages teamwork because they focus on individual achievement. Some suggest that appraisals are only useful for highly effective or highly ineffective. Focus on short term achievements rather than long term improvement and learning. Little face to face discussion between employee and manager. Relationship between employee"s job description and criteria on the appraisal form is not clear. Managers dislike face to face confrontation of appraisal interviews. Extent to which standards of an appraisal relate to strategic objectives(goals) of the organization. Provides hr managers with the documentation needed to justify various training expenses: criterion de ciency.
